What Happens After You Click “Apply”?
Maja Sušnik, Marketing Specialist
Recruiting Is About Finding the Right Fit on Both Sides
Applying for a new job can sometimes feel scary.
You update your CV, press send, and then the questions begin. Will someone actually read it? Will the interview feel natural? Will you get any feedback? And most importantly, will you feel whether this could be THE place for you?
Here at Gecko and Agilcon, we think recruitment should feel respectful, structured, and above all human. Not rushed or mysterious like an obstacle course with a job offer hidden at the end. 🕵️
Our hiring process is designed to help us get to know you, while giving you enough space to get to know us too. Because the best hiring decisions are never one sided. They happen when both sides can say, with confidence: yes, this feels right.
Why Our Process Includes Multiple Steps
We know that nobody dreams of a long recruitment process.
But choosing a new job is a big decision, and so is welcoming someone new into the team. When we hire, we go all in. A new colleague receives detailed onboarding experience, and the time, energy, and knowledge of the people around them. We invest in every person who joins us, because we want them to succeed.
And since we are a team of around 80 people, every new colleague has a real impact. The right people help us protect the trust, collaboration, curiosity, and good atmosphere we have built together.
That is why our process is intentional. Depending on the role, it usually includes:
- “A get to know” interview
- An expertise test
- An expertise interview
- A behaviour and workstyle assessment
- An interview with our CEO
- A warm welcome to Gecko or Agilcon 🎉
Each step has a purpose. Not to make things complicated, but to make the decision clearer, fairer, and better for everyone involved.
“The Get to Know” Interview
The first conversation is exactly what it sounds like. It is a chance for us to understand your background, motivation, expectations, and what made you curious about us in the first place.
We also tell you more about us, the team, the role, and how we work. This matters because skills are only one part of the story. We want to understand what kind of environment helps you do your best work.
And we leave room for your questions too, because recruitment should never feel like only the candidate is being evaluated.
PRO TIP: check out our Career Page blogs – you’ll find a lot of resources that will help you prepare for the interview with Agilcon or Gecko. Remember, unprepared = red flag.
The Expertise Test
For most roles, we include an expertise test.
We know, tests are not everyone’s favourite part of recruitment. 😅 So let us be clear: the expertise test is not there to intimidate you or nitpick at every little detail.
Its main purpose is to help us understand whether the person has the right skills, competencies, motivation, and ability to find their way in a new environment. It also gives candidates a realistic glimpse into the kind of work the role includes, so they can decide whether it feels like the right fit for them too.
This is also the stage where most candidates leave the process, either because we decide the fit is not quite right, or because they realise the role is not what they are looking for.
The Expertise Interview
The expertise interview is where we go deeper into your professional knowledge.
You meet your future team lead and maybe also other team members who understand the role from the inside. Together, we talk about your expertise test, how you’ve done and if there’s anything that could be done differently, as well as about your experience, previous projects, practical scenarios, and how you approach challenges.
This step is often valuable for candidates because it gives a realistic view of the team and the work. You get to meet people who speak your professional language, ask role specific questions, and understand expectations more clearly.
Behaviour and Workstyle Assessment
Skills help you do the job. Workstyle helps you thrive in the team. That is why we also look at how people communicate, collaborate, make decisions, respond to feedback, and navigate change.
We want to understand how you work best, what motivates you, where you may need support, and how we can create the right conditions for success. It also helps us talk openly about expectations before day one.
Interview With the CEO
One part of our process that candidates often remember most is the interview with our CEO. This may sound formal, but in reality, it’s much more low-pressure than people expect.
The CEO interview gives you a broader view of the company, our direction, our culture, and the way we think about growth. It is also a chance for our management team to meet future colleagues personally, not just as names in a hiring report.
People join companies, but they also join a vision. They should know where that vision is going and who is steering the ship.
What Candidates Tell Us
At the end of each recruitment process we ask candidates and new employees about their experience of the process. Not because surveys look nice in presentations, although they do, but because feedback helps us improve.
Among candidates who later joined us, willingness to recommend Agilcon and Gecko was around 9 out of 10, with the overall recruitment experience rated at around 89%. First interviews were rated almost 5 out of 5, and expertise interviews mostly between 4.8 out of 5.
Candidates most often praised:
- Friendly and relaxed interviewers
- Professional recruiters and technical interviewers
- Good presentation of the company and culture
- Clear and fair communication
- Positive impression of the team and atmosphere
We are especially proud that even candidates who were not selected rated the process positively. Their willingness to recommend Agilcon and Gecko was around 8.1 out of 10, with first interviews rated around 4.7 to 4.9 out of 5 and expertise interviews around 4.6 out of 5.
That matters to us. We believe every candidate deserves respect, whether the answer is “welcome aboard” or “not this time”.
At the same time, their feedback also shows us where we can do better. Some candidates wished for more concrete feedback after the process, while others mentioned the length of the process or unclear expectations about next steps. That is why we are working on making communication faster, next steps clearer, and feedback after rejection more structured.
Yes, We Use the Gecko HRM Platform Ourselves
There is an old saying that the cobbler’s children have no shoes.
In our case, we are happy to report that the children are wearing practical, process friendly shoes. 👟
We use Gecko HRM, our own platform, to support our recruitment process in a very real way. Applications are collected in one place, candidates are screened and moved through the right hiring stages, and everyone involved in the process can stay aligned.
This is especially useful when Team Leads and future team members need to be included. Gecko HRM helps us schedule interviews, share notes, record test results, collect evaluations, and make sure the hiring team knows when their input is needed.
It also helps us keep communication organised, so candidates do not get lost somewhere between “we will get back to you” and “who was supposed to send that email?”
But recruitment is still built on conversations, empathy, judgement, and trust. The platform simply helps us stay consistent and focused on what matters most: people.
Finding The Right Fit Goes Both Ways
Our recruitment process helps us discover more than what is written in a CV. It helps us understand how someone thinks, what they value, and how they might grow with us.
And it helps candidates understand us too. Because the best outcome is not simply filling a role. The best outcome is finding the right match, where both sides are excited about what comes next.
Curious about Gecko or Agilcon? Take a look at our open positions or join our Talent Pool. Your next conversation with us might be the beginning of something very good.
You might also like
View all posts
