What to expect from Zego's interview process

Written by Millie Paine

Published on

As you may have already heard, we’re hiring fast here at Zego and are working hard to make sure our recruitment process is as enjoyable as possible from start-to-finish. So, what exactly can you expect if you apply for a role with us? In this blog we’ve outlined our interview process, what we’re looking to find out about you, and the kinds of qualities that make for a successful candidate and future Zegon.

Recruiter screen

The first stage of the process will be an initial phone screen conducted by a member of our Recruitment team. This is a brief call to find out a bit more information about you and your interest in Zego, why you’re leaving your current role and what you’re looking for in your new one. As well as getting a brief understanding of your background and experience, we’ll also ask some general housekeeping questions, such as your notice period and salary expectations.

Hiring manager/technical screen

After the recruiter screen, you’ll move on to the second stage - a screening call with the hiring manager who you’ll be reporting to if you’re successful in your application, or another member of your team. This will be a relaxed and relatively informal conversation that allows us to get a better feel for your skills and experience, what your strengths are, and to further establish your fit for the role.

If all goes well at this stage and both you and the hiring manager are happy to proceed, you will be invited to an onsite interview at our office. This will consist of two separate parts: both a technical and values-based interview.

Task presentation/technical interview

The task presentation or technical interview will be the first part of your onsite interview, and will be conducted by your hiring manager and other senior members of the team of the role you’re interviewing for. This is a deeper look into what you have to offer in terms of your technical skill-set, depending on where your role sits within the organisation.

Firstly, we’ll ask you to discuss a recent project of your choosing - something you know well and had a substantial contribution to. This is your opportunity to show your depth of understanding and talk about the processes you’re comfortable with. After that, we’ll go through your task presentation or technical challenge exercise, which will depend on which role you’re interviewing for. At this stage, we’re looking to test how well you’ll be able to perform your role, so feel free to express yourself in whatever medium you feel most comfortable with and best showcases your skills.

Values interview

All Zegons are expected to live up to our company values, and your second onsite interview will be focused on how well these apply to you. We know these can manifest in different ways, so we’re interested to know how you’ve embodied these in both your professional and personal experiences.

This interview is different to a ‘culture’ assessment that takes place at some companies. At Zego, we value bringing together individuals that have unique backgrounds and different ways of thinking. This is why we don’t assess people based on a cultural fit - we don’t want to hire all the same people! What we do want to know, however, is whether or not you value the same things that we do here at Zego and whether you’ll be happy working in this environment. Diversity of thought and personality are what we’re aiming for here, as long as all of our employees value the same things.

Bar raising interview

The final stage of the interview process is the bar raising interview. If you’re successful in the onsite interviews, then you’ll meet with a member of our senior leadership team. This will be a one-on-one conversation that establishes your motivation to join us here at Zego and to find out what really gets you out of bed in the morning.

We’re a company that encourages the learning and development of everyone who works for us, so we want to make sure you’re truly in a place to get the most out of us and the role you’re applying for. Finding this out will allow us to determine if you can raise the bar at the company, and to make sure both the candidate and the leadership are aligned on priorities.

Top Tips

We’re looking for three things from candidates during our recruitment process: your ability to do the job, what your values are, and your potential to learn and grow with us as a company. The best advice we can provide is to come with a clear idea of your own experiences - what it’s taught you, as well as what you value about it. We want to know what has shaped you in your career so far and what you’re looking to get out of your time here at Zego.

As with any interview, just relax and be yourself. Our recruitment process is a chance for you to get to know us just as much as it is for us to get to know you, so ask us as many questions as you need to understand if we’re the right place for you!

If you think you might be a good fit for Zego, or fancy getting a first-hand experience of our interview process, then head over to www.zego.com/careers/ to check out our vacancies.