How do we pick the right candidate?

Finding Talent

We start by listening to our clients and candidates to understand their needs and preferences fully. Of course, all clients want to hire more creative and effective members for their team, and all candidates wish for a better and more fulfilling job, but the key is to define what that means for each of them. 

To do that, we have implemented a step-by-step process. In this article, we will give you an overview of what are these steps and how they help us to select the right candidate for a job:


It seems obvious, but this is the cornerstone of this journey - we need to know what we want to be able to find it. Therefore, it is essential that you take the time with the client and define what hard and soft skills are needed to do the job and what is just a plus.

Doing this effectively will result in a job description that clearly outlines the responsibilities and expectations of the role, followed by applicants that are aware of what is required and can determine if they meet the requirements. 

Remember, nobody wants to set themselves up for failure; as agents, we are here to ensure that the information flows smoothly so the right engineers can connect with top companies.   


Once the job requirements have been defined, it is time to begin the screening process. This includes reviewing resumes and conducting phone screenings, and it can also compromise checking their GitHub (if provided).

In SeekBetter we are lucky to have an interdisciplinary team, having engineers that can help us assess an applicant's technical skills. 

The main goal of this step is to ensure that all applicants meet the minimum requirements for the job before sending them to a client.


After the screening process, it is time to get to know the candidate. The CV tells a lot about hard skills. In this step, we will dive in on soft skills, how polite that person is, how they communicate, what questions they ask, and how seriously they are looking for a new job.

It is essential to be welcoming and friendly within your professionalism; ask open-ended questions and listen carefully to their responses. This step will provide insights into the candidate's problem-solving skills, communication abilities, and work ethic.


Even if you think you are the best judge of character, always take the time to get more opinions because we all have blind spots. In SeekBetter, we implement two video calls of 15 minutes for each candidate with two different recruiters. This allows us to confirm or re-evaluate an appreciation. 

As recruiters, we take pride in sending the best candidates. To do that, it's essential first to take the time to know candidates well.


It may take some effort, but you can find some people you know or your colleagues who have worked with the candidate. LinkedIn can also be a helpful resource in finding references for a candidate within your social network. Hearing opinions from people close to your circle will give you a better appreciation of the applicant. 

And remember to know your candidate is vital for matching them with the right job opportunity in a top company.


As humans, we prioritise what is known and hence safe for us, which can lead us to select "mini-me" versions of ourselves. Though understandable, choosing options that make you comfortable is not always the best.

Imagine how interesting a team meeting could be when you have ten guys that are 25 years old, white, with the same background. 

To pass the bias, we recommend conducting an initial phone interview before you meet candidates in person. That way, initial impressions are more likely to be based on the content of their answer than their appearance.


In conclusion, choosing the right candidate for a job requires a thorough and systematic process. It is work that takes time and dedication, but it is essential to set candidates and companies for long-term success. SeekBetter is here to help you to connect; reach out at