We started the recruitment by searching for a Manager for the programming team. The preferred candidate had to have many years of leadership experience, as well as a successful career in the insurance industry. In addition, his role would mainly involve managing the team, not self-programming. This requirement eliminated some candidates who wanted to combine these two areas in their daily work. The three-stage recruitment process ended with the submission of an offer to our candidate, who accepted it.
The next step was to look for Polish programmers who would work in the team of this Manager.
We were looking for candidates who met the following requirements:
Good knowledge of .NET and C # programming language.
MS SQL – indexes, tsql, optimization. The candidate had to know how things work, not just how to use them.
MVC – documented experience in building applications in MVC.
Unit tests – knowledge in several areas required. Dependency injection, unit tests, mocks etc. The candidate had to know how to create good unit tests and how to design a code that could cover them.
Design and programming patterns - The developer had to know at least a few, singleton, factory etc.
Entity Framework: commercial experience.
In addition to technical skills, we were looking for people with an open mind, due to the fact that the company has a flexible British work culture.
An important requirement was that some of the interviews took place in English, so the candidates had to communicate freely in that language.
The only possible form of cooperation was the Employment Agreement, which greatly limited our possibilities, because people wanting to work on B2B contracts were out of the question.