A product company with 100 employees, specializing in marketplace sales, sought to expand its team by hiring two analysts and one automation assistant. The hiring process was conducted without traditional HR involvement to avoid filtering out candidates based on rigid formal criteria.
The company received over 1,000 applications for a single junior analyst position. To manage the volume, the hiring manager used a custom questionnaire instead of standard resume screening, focusing on problem-solving skills and the ability to handle ambiguous tasks.
Candidates were evaluated through a practical test involving data processing and SQL queries. The manager allowed the use of any tools, including AI, prioritizing the ability to achieve results and demonstrate logical thinking over rote technical knowledge or memorization of algorithms.
The final selection process involved a live interview to assess the candidate's reasoning style and adaptability. The manager prioritized individuals who could identify problems, propose solutions, and navigate real-world corporate constraints, such as limited access to data sources.
