We knew that due to the profile of the desired person, the process would be demanding. Before we began the search, we tackled the preparation of an extensive brief. During discussions with the client, we asked many clarifying questions, such as:
Who will the CIO report to and who will report to him?
Would Senior Managers be suitable candidates for this role?
Does the job description mention programming or DevOps experience, or is experienced in any specific programming language preferred?
Since we were looking for a highly competent person, the screening performed by our recruiter was very meticulous. To contact potential candidates, we mainly used the InMails option on LinkedIn to include as many details about the offer as possible in the very first message.
Even at the initial stage, we took care to ask questions from various areas to see if the person had the required technical skills and leadership experience. It was also important to us whether the person was confident enough and able to defend his or her opinion because to be in such a position you need exactly these kinds of qualities. For this reason, the first screening lasted about 1h (usually this time is about 30-40 minutes).
Due to the challenge with synchronizing calendars even more strongly than in other projects, we took care of communication between the client and the candidate. Such a demanding position mandates a high degree of mobilization and efficient action, so the recruiter was in constant contact with both parties and kept them informed of the proceedings of the process. Thus, ensuring that the candidate felt suitable care. In addition, we discussed with both the candidate and the client what meetings could be held at fewer standard hours, such as 7:00 am or after 6:00 pm.