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Employment

In general we expect our people to be able to travel 2-4 times a year to attend our Sprints. Our Sprints are in-person events where our functions come together to plan roadmaps, share learnings, collaborate and work on initiatives… and simply have great fun! The locations for these sprints vary but are usually between EMEA and AMER and they usually last 1 week, occasionally 2 depending on your involvement. For some roles i.e. Sales, Field, Alliances etc there will be a more regular requirement to travel. Please make sure that you ask about the specific requirements during your interview with the team. If you have any restrictions on travel please, please let us know.

Written interview

Unfortunately we are not able to arrange calls with all of our candidates mainly due to time zones and our Global reach. We also want to make sure that we give everyone a fair chance to demonstrate their skills and experience. Our written interview was designed to provide this, especially given we see such a range in length and detail on CVs from around the world. It also allows us to make unbiased decisions on who to progress with as this is reviewed anonymously by our teams. If you have received a request to complete this then it's great news! Your CV has been received and we are really keen to learn more about your skills and experiences. We look forward to receiving your submission.
One initiative that we have in place to reduce bias in our selection process is to protect the identity of your Written Interview submission. This means that the reviewer of the submission will not be able to locate your candidate record or resume submission. We therefore ask for you to omit any information or links that make you personally identifiable i.e. GitHub, LinkedIn links, etc. We assume you have included this information in your application set questions or on your resume, so we will already hold this separately. Our Written Interview assessment will be based purely on the skills you possess and display in this document.
Please make sure that you upload your file (in pdf format) via the link at the bottom of the email you received. It's really important that the file is uploaded this way so that it is routed anonymously to the grader. We ask that you do not send this by email.

Once you have submitted your Written Interview, the hiring team will receive an automatic alert to review this piece of work.
Please locate the instructions email that you would have received. Best to double check your spam folder for this, then follow the instructions to complete. If you cannot locate the email after searching your email folders please inform the hIring Lead so that they can re-issue this. If you can locate the original email that would be helpful so that the next email does not land in your spam folder.
We seek to understand decisions made and records of achievements from all our candidates regardless of seniority. For those with more experience than others this may seem a little time ago, but it helps us understand your motivations, drivers and performance in your early years. The questions are not a reflection of the level of the role. Simply us seeking to learn a little more about this period in your life.

Psychometric assessments

If you think you have not received this try searching for the email in your email folder, including spam. This email would have been sent to you from our assessment partner, Thomas International. If you cannot locate this then please drop your Hiring Lead an email.

If you have experienced an issue whilst completing your assessment please email the Hiring Lead with the specific problem you encountered. For example, a timeout error message. For system errors and technical issues we will need to understand what the specific issue was so that we can arrange to resend the assessment.
The GIA assessment rates a candidate's overall train-ability and speed of adaptation in dynamic environments. It is an 'Aptitude' assessment that assesses speed of trainability, mental processing speed, concentration, response to training and a prediction of potential to grasp a new role. The overall percentile is a weighted combination of Perceptual Speed, Number Speed & Accuracy, Reasoning, Word Meaning and Spatial Visualisation. The overall percentile is an estimate of the candidate's general intelligence, reflecting both fluid and crystallised intelligence, against a norm group. The norm group is refreshed every 5 years and is made up of circa 16,000 people in the age group 18-73. Its accent is on response to training, mental processing speed, concentration and potential.
Once you have completed your Thomas International assessments our Hiring Lead will get an automatic alert that you have finished your assessment. Please bear with us whilst we review. At this point we will take a look at your whole application again (CV, Written Interview and Psychometric results etc). You will shortly receive confirmation of our decision and if you are moving to the next stage of the process.
Yes you can! Once you have completed the assessment you can request to download this directly from your candidate page. Both the GIA and PPA reports are available via the button under the Assessment stage: Request assessment report. If you reach the Talent Interview stage, then just navigate back to this button and request your report again to receive your second document.

Application management

We try to hire with potential in mind and divert you to other roles that we feel might be a better fit for you. If you have been rejected for a role you may not quite have the right skills required at that point in time. There is no limit on when you can apply again, but it probably means that you may need to gain some more experience before applying to the same role again.

FAQ

Employment

Written interview

Psychometric assessments

Application management