What to expect when you apply at spotit
A transparent look behind our recruitment process
Applying for a new job is rarely just about sending a CV. Especially for experienced professionals, changing jobs is a significant decision. You may be considering a new technical challenge, more room to grow, a different type of organisation or a role that better matches with what gives you energy. At the same time, you want to know what you can expect from the company on the other side.
What does the recruitment process look like? Who will you meet? How long will it take? And when can you expect feedback?
At spotit, we believe a recruitment process should not feel like a black box. We aim to keep it personal, transparent and focused, so you know where you stand throughout the process and have the information you need to decide whether spotit is the right next step for you.
Step 1: your application gets a personal review
Every journey starts with an application. You can apply for one of our open positions through our careers website, or send us an open application if you do not see a vacancy that fully matches your profile.
A CV is required, but a motivation letter is not. If you choose to include one, it can help us understand what you consider most relevant about your experience and what attracts you to a particular role.
Once we receive your application, our recruiter reviews your experience in relation to the position you applied for. When there appears to be a potential match, the relevant Head of department is involved early in the process to review the profile as well.
That does not mean we expect every candidate to tick every box. Technology evolves quickly, and expertise can be developed. We actively invest in learning, training and certifications, so a profile does not need to be a perfect match on paper from day one. If you bring relevant experience, motivation and the potential to grow, we encourage you to apply.
Step 2: a conversation about more than your CV
The first interview takes place with our recruiter.
Rather than treating the conversation as a checklist of skills or a test you need to pass, we want to understand the person behind the CV. We talk about your previous roles, the choices you have made throughout your education and career, and the experiences that have shaped you professionally. We also explore why you may be open to a new opportunity and what you may be missing in your current role.
What gives you energy? What tends to drain it? What would your ideal next role look like? We also discuss the type of environment in which you do your best work. This includes company culture and structure, the way teams collaborate and the type of relationship you value with colleagues and managers.
The goal is not only to assess whether your experience matches the role. It is also to understand whether spotit could be an environment where you can thrive.
Step 3: meeting the people behind the role
If there is a strong potential match, the second conversation takes place with the Head of the relevant department or the Chief of Staff.
This is an opportunity to explore the role and your experience in greater depth. Depending on the position and your background, the conversation may include specific projects, professional situations or technical challenges you have encountered. It also gives you a clearer view of the team, the expectations attached to the role and the environment you may become part of.
The third conversation usually brings you together with someone from the team. For technical roles, this includes a technical interview. In most cases, no preparation is required. The conversation is designed to explore your knowledge, experience and way of thinking, and not to catch you out or test how well you can memorise information.
For some senior roles with a significant level of impact or responsibility, we may ask candidates to prepare a case. Whether this is relevant depends on the role and the candidate's profile. If preparation is expected, this will always be communicated clearly in advance.
A focused process with room for meaningful conversations
Our recruitment process generally consists of three conversations. We deliberately keep the number of steps limited. We want to get to know candidates properly without creating an unnecessarily long or complicated process.
On average, the full process takes around one month. The exact timing can vary depending on the urgency of the vacancy, the availability of the people involved and holiday periods. There is typically around one working week between conversations, although some processes move faster.
For urgent vacancies, we prioritise the process and make time available more quickly. The steps remain the same, but the pace can be significantly faster.
Once we have gathered the information we need, we aim to make a decision without unnecessary delays. We know what we are looking for and value a clear, focused process.
Clear communication from start to finish
Changing jobs is an important decision, and waiting without knowing where you stand can be frustrating. That is why our recruiter remains your main point of contact throughout the process. We keep candidates informed about their status, communicate what the next steps are and let them know when they can expect further information.
If you have questions after a conversation, you can always reach out by email. We aim to respond as quickly as possible and provide the clarity you need.
We also believe honest feedback matters when the outcome is not the one a candidate hoped for. Candidates who are not selected receive a brief explanation of the decision. If they would like more context, we are happy to provide additional feedback.
Your application is treated with care
We understand that many candidates explore new opportunities while still working elsewhere. Confidentiality is therefore essential. We never contact a current or previous employer without your explicit permission. When a candidate currently works for one of our customers or partners, we handle the application with additional care and discretion. Protecting the candidate's confidentiality is important! Not only for the individual involved, but also for the long-term relationships we build with customers and partners.
Recruitment is a two-way conversation
A successful recruitment process is not about convincing someone to accept a job at any cost. It is about creating enough space for both sides to ask questions, share expectations and determine whether there is a strong match. We want to understand whether your experience and ambitions align with the role and whether you can thrive within spotit. At the same time, you should have the opportunity to understand who we are, how we work and what you can expect from us.
Because the goal is not simply to fill a vacancy. It is to build a long-term collaboration in which both the employee and the organisation can grow.
Ready to explore your next step?
Whether you see a role that matches your experience or are curious about future opportunities, we welcome you to explore what spotit has to offer. You do not need to match every requirement perfectly. If you are passionate about networking or cybersecurity, motivated to keep learning and interested in building a long-term career, we would be happy to get to know you.
Take a look at our open opportunities, or send us an open application, and discover whether your next challenge could be at spotit.