The recruitment process in our team is not only a tool - it's an instrument for team-building and shaping work culture from the basics. We aim for each step of the process to be well thought our and fair. It should add value, not only for us but also for the candidates.
It all begins with the application, which the candidate sends us via the website. Then, contact is initialized by one of the project co-owners. They decide the date of the first meeting, which plays a key part in the application process. The meeting takes place in a relaxed but professional atmosphere. We’re not trying to verify raw competencies - we want to get to know the interviewed person and see if they will find themselves in our work culture. At this step, we're able to assess whether someone will fit with our team culture in approximately 95% of cases.
If the position requires specialized knowledge, a team member with in-depth expertise in that area will join the conversation. Regardless of the impressions after the meeting, every candidate receives a task tailored to the specific position. This allows us to see their real talent, not just what they say about their work.
Sometimes, during the meeting, it becomes apparent that the candidate has the potential for another role, rather than the one for which they applied. In such situations, we propose performing an additional task – thanks to this, natural rotations occur within our team, e.g., a translator joins the QA department, or someone works in several areas simultaneously.
After the task, there is a third meeting. Regardless of the result, we always try to have a voice call, we never want to end the contact only with a text message. We believe that honest, constructive feedback is something that the candidate deserves. Besides, many of them return after some time, with more experience and better prepared - which is of great value to us.
If the candidate is accepted, we present them an NDA and arrange a meeting to discuss and sign it. This is the end of the process – and at the same time, the beginning of a new stage, already within the team.
Key values that guide us in recruitment:
Transparency and respect – everyone knows what stage they are at and why.
Quality over rush – we prefer to invest some more time during the recruitment process rather than make a bad choice.
Flexibility – we look beyond the specific role advertised to find where your skills and potential can best contribute to our team.
Development through feedback – we want even rejected candidates to gain something from this meeting.
This approach makes recruitment not just an HR formality, but part of a team management strategy, consistent with our values and way of working.
Onboarding – or how we start working with a new team member
After accepting the candidate and signing the NDA, we start the onboarding stage. This is the moment when the new person begins to become a part of the team. The first step is to grant access to all the necessary tools – I will discuss them more in detail in future articles. Still, these include ClickUp (for task management), Miro (for conceptual work), Git (for version control), Discord (for communication), and a few other things, tailored to the specific roles within the project.
One of the most critical points in the first days is participating in our weekly Thursday team meeting. This are our regular meetings, during which each team member reports their progress. We also discuss current challenges, and plan further activities. For a new person, it is an excellent opportunity to see how we work, what communication looks like, and how important transparency is to us. It is also the first step to getting into the team rhythm.
Another vital element of onboarding is the project wiki, which serves as our GDD – Game Design Document. Getting to know the wiki thoroughly is crucial – it’s not just documentation, but also a roadmap. Thanks to it, a new team member can navigate the project's complexity much faster.
But what really holds us together as a team is Discord. It’s not just a messenger – it’s our command center and an informal space for building relationships. We encourage every new member to visit it as often as possible – even if there’s no specific matter to discuss. Joint conversations, quick consultations, sometimes light jokes – all of this helps with integration and builds trust. Discord is also a place where someone is always there – ready to help, support or advise when a problem arises.
We believe that effective implementation is not only about instructions and procedures. It’s also about the atmosphere, people and a common space where everyone feels that they can count on others. And that’s what we try to provide from day one.
