It all starts with a decision

When we needed GoTalent, it wasn’t there. So we built it. Arising from our conviction, that no candidate should go for a sub-par job, just because the job that they really want happens to be in a different country and that no company should have to go with a sub-par candidate, just because the best candidate happens to live in a different country.

Get started

Our mission

Facilitating global talent migration

Our mission is to find the brightest minds in the world, no matter where they are, and seamlessly connect them with the best job opportunities in the world.

Brightest minds

We screen all candidates to find the best talent, as proven by: coding test results as well as personal and professional achievements.

No matter where

We are experts at sourcing from hard-to-reach talent markets, with a proactive state-of-the-art approach that ensures we can find candidates that nobody else can!

Paperclips

Seamlessly connect

We are the solution for all things related to global tech hiring and improving our client's key metrics, including: time to hire, price per hire,  time to fill, and talent satisfaction.

Best job opportunities

Our talents receive competitive offers for well-remunerated jobs from the most respectable and reputable companies, within their respective fields!

Brightest minds

We screen all candidates to find the best talent, as proven by: coding test results as well as personal and professional achievements.

No matter where

We are experts at sourcing from hard-to-reach talent markets, with a proactive state-of-the-art approach that ensures we can find candidates that nobody else can!

Paperclips

Seamlessly connect

We are the solution for all things related to global tech hiring and improving our client's key metrics, including: time to hire, price per hire,  time to fill, and talent satisfaction.

Best job opportunities

Our talents receive competitive offers for well-remunerated jobs from the most respectable and reputable companies, within their respective fields!

Swipe to Scroll

The GoTalent Manifesto

Here are ten things that we believe about tech hiring

Talent is distributed equally, opportunity is not


The predominant advantage of international recruiting is that it significantly increases the talent pool your company can tap into. We are convinced that you shouldn’t settle for lower quality talent just because it’s closer to your office. Further, it enables your company to have a truly diverse workforce and diversity matters.  Enterprises in the top quartile for racial and ethnic diversity have a 36% higher likelihood of seeing above-average financial returns compared to their industry peers.

Talent sourcing should not be a core competency for companies


Just as companies now outsource server management to cloud providers, they should outsource the most tedious recruiting tasks. Creating and managing a diverse pool of qualified candidates that are actively looking for new professional opportunities is difficult and time consuming. Instead, by strategically outsourcing parts of the hiring process, your recruiters can access a list of global talent that is pre-qualified and ready to interview. This ensures that your team can focus on what really matters: convincing the right candidates to join your team.

Screening Documents

Go beyond resumes 


We believe that pedigree does not equal talent. Education and work history are meaningful but relying solely on them results in you missing out on great programmers. Great programmers come from all types of backgrounds, and an increasing number of them are self-taught. We believe it's what you can do that matters, not where or if you went to university. Therefore, we recommend replacing the initial resume screening with a high-quality standardised assessment. This opens the top of your funnel to a truly diverse group of candidates with the sole focus on skills rather than pedigree.

Handshake

Current hiring processes lack transparency


In our view, many inefficiencies in the recruiting process are due to a lack of transparency. The employers usually don’t share enough information about the role and culture at the company, while the candidates don’t always communicate what they are interested in and what their requirements are. This means that it takes some time, and in some cases multiple interviews, just to figure out if there is a potential match based on some fundamental criteria. Especially, we believe that compensation figures should be made available to candidates during the very first approach because they are at a fundamental disadvantage in salary and equity negotiations; they always know less than the hiring manager. We are convinced that this is unfair. Overall, our view is that the more information you share with potential hires upfront, the more likely they are to trust your company and accept an offer.

Understand what type of developer you are looking for


When we started GoTalent, we thought that most companies would be competing for the same pool of applicants. However, we realised that it is not enough simply to look for developers that have your desired tech stack, right level of experience and solid soft skills. What we found is that some companies prefer a deliberate, academic programmer who has a deep theoretical understanding of how a computer works, whereas other companies look for fast, intuitive thinkers, and will reject the academic programmer on the grounds that he or she may not be productive enough. This happens even if both candidates meet the job requirements! Therefore, we believe you should decide upfront what type of developer you want and articulate it clearly during your sourcing stage to avoid wasting time with the wrong type of candidates.

Laptop

Know what skills to assess at each stage of your process


Technical knowledge isn’t homogenous. Far from it! Instead, it consists of different layers of knowledge: the core layer, the language layer, and the framework layer. The core layer refers to engineers’ basic programming skills, the language layer refers to their in-depth knowledge of a specific programming language, and the framework layer builds on these by addressing engineers’ abilities to use a framework to build a working application. We believe that you should assess the core layer during the initial screening and fully focus on the outer layer’s nuances during the final round interview.  

Data Chart

Standardise your hiring process


Candidates deserve consistent experience and evaluation. A company can't meaningfully evaluate candidates if it treats each one differently. An unstandardised process produces unnecessary noise that makes evaluation more difficult and harms candidates from diverse backgrounds. To avoid this, hiring decisions should be made using a clear scoring system, where each interviewer knows exactly what skills and characteristics he or she is evaluating. This approach reduces bias and our tendency to pattern match.

Focus on soft skills 


We believe that culture fit is essential, but the methods that many companies use to screen for culture fit can introduce noise and bias. To avoid this, we suggest that companies should instead focus predominantly on screening for soft skills; i.e. general, universally valued non-technical skills such as communication ability, ownership and positivity. Although soft skills don’t fit under the traditional label of culture, screening for them is much better than screening for specific personality traits. The danger is that if you screen out otherwise qualified candidates who have great soft skills, just because of personality traits specific to your company culture, you lay the perfect breeding ground for bias in your hiring process.

Provide and collect feedback at the end of the hiring process


Just like a software product, the hiring process itself should be continuously iterated and improved. The only way to figure out what methods work best is to collect feedback. We suggest that every company should create a process where it can collect feedback from each candidate that it interacts with. One way to ensure that candidates provide high quality feedback is by providing feedback yourself. Therefore, we also suggest that each company should make the effort to share clear and truthful feedback with every candidate so that they can learn and improve too.

Upward Trending Chart

Use data to understand the performance of your hiring process


While many businesses use key performance indicators (KPIs), in our experience too few utilise KPIs within their hiring process. If you don’t use data to track the performance of your hiring process, you can end up relying on an expensive sourcing strategy or waste your time trying to chase unresponsive candidates. We suggest that every company should at least track response rates to their initial engagements, conversion rates at each step of their funnel, and overall performance of their hiring process, including time-to-hire and offer acceptance rates.

The founding team

We are GoTalent

We’re a group of people who loves collaboration and diversity. For us, the best part of building a company is taking an idea that everyone believes in and working together to turn that into a reality.

Sascha
Max
Jacob

GoTalent Blog

All the resources you need