It was also important to maintain clear and transparent communication throughout the process to ensure that all parties were sufficiently involved, especially as the process took more than 4 months.

In this process, we needed a broader range of resources because of the combination of clearly defined hard skills requirements and a strong focus on the personality of the candidates. The goal was a broad long list of potential candidates, which we will gradually narrow down precisely because of the personality aspects that the recruiter is unable to gauge in the first phase of the process. In total, we selected 108 candidates. The largest representation of candidates came from Datacruit ATS's internal databases, which we were able to work with very quickly. However, in this case, in order to maximise market coverage, we decided to target 100% of passive candidates from LinkedIn and inbound searches via the GoodCall mobile app. Out of a total of 108 individuals across sources, we conducted phone screening with 67 individuals, from which we selected 8 qualified candidates who were interested in the position. Six of the eight candidates selected were passive in the job market, but the role offer became sufficiently attractive to them.

After four rounds of interviews, two of GoodCall's candidates made it to the final selection with a clear preference and decision for one of them. Thanks to clear and transparent communication about mutual expectations and compensation options between GoodCall, Savencia and the candidate from the very beginning of the selection process, misunderstandings or different ideas at the offer stage were avoided and the offer for the GoodCall candidate was accepted.