Zefir
- Paris
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Organization and methodologies
We are organised in Business Units, with cross-functional squads inside each BU. Each squad has 1 product designer, 1 product manager, 1 Engineering Manager and 6-7 Engineers (tech and data). At the end of each cycle, squads undergo a retrospective workshop for continuous improvement, and a planning workshop to define the top priority work to be done for the next cycle.
We are heavy adopters of Lean and we follow a Kanban methodology with 2-weeks development cycles, where engineers are empowered to take ownership and steer the product - we do not have QAs nor Product Owners, senior engineers write the tickets, define specification with the business and product, and test the application.
We also have several initiatives for learning and improvement: A bi-weekly tech workshop where someone shares a technically challenging task developed, bi-weekly feedback sessions with our direct managers, a book club, etc.
Recruitment process
The tech recruitment is the following:
- First round with the HR manager - to introduce the company and validate that the candidate has the necessary soft skills
- Focus interview with the Head of Engineering and the Head of Product - concrete behavioural questions about ordinary situations that the candidate might encounter (or has encountered) during his career
- Technical test + technical interview with the Head of Engineering - remote test (i.e. a software engineer is asked to code a small fullstack application), then the candidate has a technical interview with the Head of Engineering to discuss the test itself and some other technical topics
- Cultural interview with the founders - concrete questions to validate that the candidate demonstrates the company culture with his past and current actions
- Reference check - 2 calls to get a global view of the candidate
- Offer 🔥