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We get personal when it comes to providing you 'the very best team'. All your peers at SB are inducted after a long hard look, and close examination. The Recruitment Process (even the Appraisal process too) is tightly influenced by :
Microsoft
Several senior employees or Ex-employees at Microsoft have been helpful enough to share their recruitment process openly with community, which has helped them get best brains to do their Engineering, Requirements Gathering, Support, and other parts of Business. While our products may compete strongly with Microsoft in a year or 2, but we proudly let our recruitment process take inspiration from Books and Blogs written by Recruitment Honchos of Microsoft : one of the largest software firms of earth.
Construx Consulting
Construx Consulting is a big name when it comes to mentoring the Software Firms on 'what best' they must do to take their company to the next level. Construx Consulting is run by software industry veteran Steve McConnell, also the author of several best sellers on Software Development. Construx Consulting would mentor everyone in a software company ranging from Software Developers, to CEOs, or Hiring Managers, to Business Analysts. Our Recruitment Process has taken inspiration from several recruitment procedures devised & set forth by Construx Consulting, and the books of software veteran Steve McConnell.

They are invited for mentoring & consultation by following companies :

Microsoft HP
Google McAfee
Adobe Symantec
IBM Verisign
Amazon.com Apple
Boeing Nokia
Cisco Intel
Costco Intuit
Dell Nordstrom
Disney Starbucks
EMC Walmart
Expedia Washington Mutual
Fidelity Investments Wells Fargo, and many others

Joel Spolsky
Joel is (yet another) famous Software Industry veteran who continues to inspire Recruitment Process at SB. Once a 'Program Manager' at Excel's development team in Microsoft and now a co-founder of a startup software company, Joel is popular for his blog joelonsoftware.com. Books, blogs & essays written by Joel over the past decade continue fine-tune & influence the recruitment process at Solutions Beyond.

Solutions Beyond
We try to beat ourselves everyday - exceed our own past achievements, and hence influence ourselves :-). [obviously] By fusing together our own experience with the experience of building 'the best software team' shared by industry veterans, we work ON and OFF during the entire year to ensure that Recruitment Process flawlessly pinpoints on the talent which is proven to stay Team-friendly, possess exceptional Merit, and have huge passion & autonomous ability in them

Apparently we would involve a selected few rockstars of our own team to put their experience and grill the new applicants to prove their Merit and Teamwork ability


Untitled-3

We get personal when it comes to providing you 'the very best team'. All your peers at SB are inducted after a long hard look, and close examination. The Recruitment Process (even the Appraisal process too) is tightly influenced by :
Microsoft
Several senior employees or Ex-employees at Microsoft have been helpful enough to share their recruitment process openly with community, which has helped them get best brains to do their Engineering, Requirements Gathering, Support, and other parts of Business. While our products may compete strongly with Microsoft in a year or 2, but we proudly let our recruitment process take inspiration from Books and Blogs written by Recruitment Honchos of Microsoft : one of the largest software firms of earth.
Construx Consulting
Construx Consulting is a big name when it comes to mentoring the Software Firms on 'what best' they must do to take their company to the next level. Construx Consulting is run by software industry veteran Steve McConnell, also the author of several best sellers on Software Development. Construx Consulting would mentor everyone in a software company ranging from Software Developers, to CEOs, or Hiring Managers, to Business Analysts. Our Recruitment Process has taken inspiration from several recruitment procedures devised & set forth by Construx Consulting, and the books of software veteran Steve McConnell.

They are invited for mentoring & consultation by following companies :

Microsoft HP
Google McAfee
Adobe Symantec
IBM Verisign
Amazon.com Apple
Boeing Nokia
Cisco Intel
Costco Intuit
Dell Nordstrom
Disney Starbucks
EMC Walmart
Expedia Washington Mutual
Fidelity Investments Wells Fargo, and many others

Joel Spolsky
Joel is (yet another) famous Software Industry veteran who continues to inspire Recruitment Process at SB. Once a 'Program Manager' at Excel's development team in Microsoft and now a co-founder of a startup software company, Joel is popular for his blog joelonsoftware.com. Books, blogs & essays written by Joel over the past decade continue fine-tune & influence the recruitment process at Solutions Beyond.

Solutions Beyond
We try to beat ourselves everyday - exceed our own past achievements, and hence influence ourselves :-). [obviously] By fusing together our own experience with the experience of building 'the best software team' shared by industry veterans, we work ON and OFF during the entire year to ensure that Recruitment Process flawlessly pinpoints on the talent which is proven to stay Team-friendly, possess exceptional Merit, and have huge passion & autonomous ability in them

Apparently we would involve a selected few rockstars of our own team to put their experience and grill the new applicants to prove their Merit and Teamwork ability


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Recruitment Head - Apply for this job
  Job ID : RHD-DRAC



Job DescriptionRecruitment Head at Solutions Beyond makes use of 'time tested' recruitment strategies crafted at SB to acquire rockstar-talent. Leveraging the rich technical exposure they gained while contributing as Engineer or Analyst in a demanding Software Development lifecycle the Recruitment Head strategize & execute the complete recruitment cycle to get the best brains aboard - who make our ambitious projects happen.
Job Roles

a. Identifying talent vacuum

  • Understanding the talent-needs expressed by the Team Leads of engineering or business team at SB. Transforming their description of 'how work is done' into list of skills/qualities needed from potential candidates.
  • Understanding the Job Roles & Responsibilities anticipated from similar talent by other software companies
  • Furbishing a formal job description with roles

b. Crafting 'recruitment Test' & 'shortlisting Criteria'

  • Closely analyzing the achievements of 10s of candidates available in job market to come up with your 'shortlisting thumbrules'
  • Work with respective department's team-lead to brainstorm the test questions that measure competency of job candidates. Map each test-question with skill/quality we anticipate from candidate

c. Sourcing Talent

  • Identifying places where rockstar talent would hang out
  • (optional) Contributing to events where rockstars are meeting
  • Networking with talent in events where rockstars assemble
  • Work in synergy with HR Executive to source the talent, and shortlist them using the 'shortlisting thumbrules' compiled earlier

d. Marketing Job Opportunity

  • Personalizing 'job pitch' for each potential candidate that is contacted. Fuse the job pitch with candidate's strengths that catapult our organization's success
  • Establishing contact with potential rockstar talent, marketing them the opportunity

e. Interviewing Talent

  • Interviewing candidates to understand from them their technical achievements in more detail. Cross questioning the talent to understand the approach they used to to attain their technical achievements. These questions are compiled in synergy with Team Lead of appropriate department.
  • Conducting sizeable portion of technical recruitment test of the potential candidate(through the recruitment test crafted by team lead of Engineering team or Business team at SB)
Core Requirements
  • Hands-on experience contributing to Software Delivery lifecycle - like in the capacity of an engineer or a business person (say as a Business Analyst, or System Analyst)
  • A People's person, who is friendly but *perfectionist*

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