Home > Business > Inside Talkwalker’s Tech Recruitment

Stanislav Rambousek is in charge of the talent acquisition of engineers at Talkwalker, one of Luxembourg’s leading tech companies. Today, the scale-up has more than 400 talents around the world spread over its offices in Luxembourg, New York City, San Francisco, Frankfurt, Singapore, Paris, and Tokyo. He explains how the use of the nexten.io platform helped the recruitment process be seamless.

Photo: Talkwalker’s talent acquisition specialist is looking for the benefits of automatic tools for the pre-qualification of candidates / Credits © Talkwalker

In the space of two years, the company has doubled in size following the acquisition by an American investment fund and the opening of several international offices. Now, nearly 25 new IT talents are recruited each year to strengthen various development teams.

To do so, Stan and his colleagues rely on several proven methods, including the publication of offers via Talkwalker‘s networks – different local and international career job portals, Talkwalker career site – university networks in a radius close to Luxembourg (Saarbrücken, Trier, Aachen, Kaiserslautern), and recruitment sites such as JobTeaser, but they have also relied, for the past year, on the technology and know-how of nexten.io.

Using nexten.io, Talkwalker is looking for the benefits of automatic tools for the pre-qualification of candidates. “We’re always looking to improve the quality of our recruitments and to be in the right place with the right jobs,” said Stan. “nexten.io’s offer is unrivalled in the market today, both in terms of recruitment commission – 10% instead of the usual 20/25% – and also in terms of the team’s expertise.”

“nexten.io’s matching tool has already enabled us to recruit a few great profiles, which is fantastic considering how high and specific our expectations are!”

It must be said that nexten.io has considerably improved its qualification tool and processes – transparency, skills, expectations, localization – to enable its clients, such as Talkwalker, to go directly to the recruitment stage without having to check each CV received beforehand. “Our recruitment process is quite simple. Once the candidates are shortlisted, we organize a thirty-minute call to review their profile and screen their skills. Then they have a one-hour technical test, followed by a two-hour coding interview. nexten.io’s matching tool has already enabled us to recruit a few great profiles, which is fantastic considering how high and specific our expectations are!” confirms Rambousek.

Talkwalker is one of those companies that has a continuous recruitment process and keeps up with the constant changes in recruitment. According to the head of talent acquisition, the recruitment of IT profiles always remains similar both in terms of the flow of applications and in technical terms. “The most notable changes we are seeing are the expectations of candidates about the company, particularly in terms of sustainable development, work flexibility, and diversity. In recent months, we have also seen a noticeable return of applications to more generic and more posed positions such as analysts,” concludes Stanislav Rambousek.

nexten.io is a new tool that is undeniably very popular with recruitment managers and talent acquisition specialists. It is an asset for any startup or growth company looking to recruit quickly and well.

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