At Vangwe, we understand that bringing in talent is not just about filling a position, it's about finding people who can add value to projects, grow within the team, and feel part of a culture based on trust, transparency, and collaboration.
That's why we've built a hiring process that is clear, structured, and focused on both technical excellence and the overall candidate experience. Our goal is for every person who goes through it to understand how we work and feel supported at every stage.
While each company may approach it differently, having a clear view of the tech hiring process helps candidates better prepare and stand out. In this article, we walk through the typical stages in tech recruitment, from initial screening to onboarding, and share how we approach each step at Vangwe.
1. Role creation and job posting
Every opening starts with a detailed request from the technical team or project leadership, which is then used to draft and publish the job description. This includes:
Client or project the role will be associated with
Required technologies
Technical skills
Expected soft skills
Required previous experience
Estimated salary range
Hiring process stages
Number of interviews planned
This information is used to define the role specifications. Once the job description is ready, it is published in our talent management system, which automatically distributes the opening across our official job channels:
You can explore all our open roles and apply directly through our careers page, where we regularly update new opportunities.
Once you submit your application, you will receive an automated email confirming its reception. If your profile matches the role, we will reach out to schedule an interview where we can get to know you better.
Throughout the process, at Vangwe we make sure that all candidates receive updates at every stage, keeping them informed until the process is completed.
2. Candidate Screening and Profile Review
During this stage, the People team reviews incoming applications and performs an initial screening.
The goal is to identify candidates whose experience, tech stack, and professional background align with the role requirements. Profiles that meet the highest number of criteria move forward to the next stage.
The duration of this stage may vary depending on the number of applications and the needs of the process, but we aim to move as efficiently as possible without compromising the depth of the evaluation.
3. First Interview: Culture and Profile Fit
The first interview is a key stage in our process.
In this initial conversation, the People and Hiring team aim not only to validate aspects of the candidate's profile but also to get to know the person behind the CV: their motivations, their way of working, and how they collaborate with teams.
For us, this is especially important, as culture is one of the main drivers of talent retention at Vangwe. We aim to build teams where people feel comfortable, heard, valued, and motivated to grow within the company.
4. Technical Interview: What We Evaluate
Candidates who move forward after the first interview are introduced to the technical lead of the project or client.
At this stage, we dive deeper into the candidate's technical knowledge, their experience with the required technologies, and how they approach problem-solving and challenges related to the role.
This stage allows for a more precise evaluation of the fit between the candidate and the project's needs.
5. Final Interview
Candidates who advance may have a final conversation with:
A client representative
The CEO of Vangwe
The goal of this stage is to further validate the fit between the candidate, the team, and the project they will be working on.
6. Job Offer and Onboarding Process
Once a final decision is made, we extend an offer letter to the selected candidate. This document outlines the key aspects of the proposal, including conditions, responsibilities, and benefits.
Once the offer is accepted, the onboarding coordination phase begins, which includes:
Defining the start date
Contract signing
Assignment of work tools
Team introduction
Preparation of the welcome kit
Creation of the onboarding manual: an additional resource that helps the candidate better understand Vangwe's history, values, mission and vision, the team, our clients, the main tools we use in our day-to-day work, our benefits, and more
Official welcome across internal channels and company social media
Our goal is to make onboarding a smooth and structured experience from day one.
7. Process closure and feedback
When a hiring process comes to an end, we also make sure to close the loop with everyone who participated.
We inform candidates who are not moving forward and send a satisfaction survey to understand their experience throughout the different stages.
This feedback is very valuable to us, as it allows us to continuously improve our hiring process while keeping the focus on the candidate experience.
A process designed for people
From Vangwe's People team, we work to ensure that every hiring process is transparent, respectful, and clear.
We believe that a strong hiring process not only helps find the right talent but also communicates who we are as a company and how we work.
Because at the end of the day, the best hiring decisions happen when there is a true match between the project, the team, and the individual.
Frequently Asked Questions about the Tech Hiring Process
How long does a tech hiring process take?
The duration of a hiring process in tech can vary depending on the role and the number of candidates, but it typically includes several stages such as screening, interviews, and final decision.
What is evaluated in a technical interview?
A technical interview usually focuses on problem-solving skills, experience with specific technologies, and the candidate's approach to real-world challenges.
Do companies review LinkedIn profiles during the hiring process?
Yes. In most tech hiring processes, recruiters review both the CV and the LinkedIn profile to better understand a candidate's experience and background.
What are the stages of a tech hiring process?
While it may vary by company, most tech hiring processes include the following stages:
Role definition and job posting
Candidate screening
HR interview
Technical interview
Final interview
Offer and onboarding
