Applying these strategies will unlock the ability to build a high-performing remote team
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Download the only remote teams playbook you’ll ever need
From sourcing to onboarding to people ops, PICWA is the only platform that combines tech and recruitment for end-to-end global team creation.
"They genuinely felt like partners as opposed to a company that we had just contracted." - Bob Keen
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This is where we dive deeper into your role requirements and dissect it alongside you, so we can gauge a true understanding of the type of talent you’re looking for in terms of technical skills and also the type of culture your team has.
All this information is critical for us to find talent that are good-fit. We want to propose high-quality candidates and deliver at a quick-pace to save your precious time.
A strong candidate expereince enhances your brand, enables you to attract and secure top talent, while also leaving candidates more likely to apply again. This is what aligning the candidate expereince involves:
Your brand is used in strong light everywhere as if you've got local establishments globally.
Using our New Zealand based staff, we interview for both verbal and written English communication ability. This is done within a 15 minute interview where we run through conversations about a couple of scenarios and also see if the candidate can perform multiple conversational responses via email.
Poor communication skills can break a remote-work arrangement, therefore we take this segment of vetting incredibly seriously.
This is how we save our clients 80% of their time and guarantee providing candidates that are a genuine technical skill-fit.
How? Over the years we’ve built a network of Tech leaders and most Tech Roles, where they perform role specific skill interviews that are made specifically for the role you’re looking for.
We design the technical/skill interview specific to your role and company in Step 1 of our process, not just do a random technical/skill interview that is built off-the-shelf.
This is done transparently, where reports and a cloud-based recording to the interview is provided within an hour of completion, to hold us accountable at anytime.
We then send you a list of shortlisted candidates and their interview notes/results, where you select the candidates that you would like to run your own hiring process
Because of our in-house interviews, Clients typically run a 1-step hiring process, where they check for culture-fit and technical-fit in the same round before making a decision. However, we are open to whatever makes our clients comfortable in making a decision.
We’ll take care of negotiating with the candidate using our local HR teams, striving to secure the engineer with a fair offer that the candidate is happy with. Once the offer is accepted, we have a binding offer letter signed and also the employment agreement, where IP protection and confidentiality is enforced.
We'll help your team with inducting them as a new member and this usually includes: training, email and communication tools and scheduling regular check-ins. We understand that onboarding remote teams can be difficult and our goal here is to make the process as easy as possible so you can hit the ground running ASAP.
This is where we dive deeper into your role requirements and dissect it alongside you, so we can gauge a true understanding of the type of talent you’re looking for in terms of technical skills and also the type of culture your team has.
All this information is critical for us to find talent that are good-fit. We want to propose high-quality candidates and deliver at a quick-pace to save your precious time.
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A strong candidate expereince enhances your brand, enables you to attract and secure top talent, while also leaving candidates more likely to apply again. This is what aligning the candidate expereince involves:
Using our New Zealand based staff, we interview for both verbal and written English communication ability. This is done within a 15 minute interview where we run through conversations about a couple of scenarios and also see if the candidate can perform multiple conversational responses via email.
Poor communication skills can break a remote-work arrangement, therefore we take this segment of vetting incredibly seriously.
This is how we save our clients 80% of their time and guarantee providing candidates that are a genuine technical skill-fit.
How? Over the years we’ve built a network of Tech leaders, Senior Project Managers, Senior MarTech Digital Marketers, Head of Sales and most Tech Roles, where they perform role specific skill interviews that are made specifically for the role you’re looking for.
We then send you a list of shortlisted candidates and their interview notes/results, where you select the candidates that you would like to run your own hiring process
Because of our in-house interviews, Clients typically run a 1-step hiring process, where they check for culture-fit and technical-fit in the same round before making a decision. However, we are open to whatever makes our clients comfortable in making a decision.
We’ll take care of negotiating with the candidate using our local HR teams, striving to secure the engineer with a fair offer that the candidate is happy with. Once the offer is accepted, we have a binding offer letter signed and also the employment agreement, where IP protection and confidentiality is enforced.
We'll help your team with inducting them as a new member and this usually includes: training, email and communication tools and scheduling regular check-ins. We understand that onboarding remote teams can be difficult and our goal here is to make the process as easy as possible so you can hit the ground running ASAP.
Each candidate that applies for a role via PICWA will always get a response with personal feedback and the opportunity to contest any feedback via our system. In addition to this, we've got systems to support timely feedback and updates.
Leverage our digital marketing automation techniques and unorthodox recruitment methods to get you in front of top tech candidates in New Zealand and Australia quickly.
Our talent consultants are obsessed with enhancing the experience of candidates and alongside them our R&D team are also constantly improving our custom ATS software to enable them to communicate at scale, personalise their interactions at scale and also assist them with focused interactions.
D.E.I starts at the top of the funnel in your talent pipeline.
With our custom ATS software and unorthodox sourcing strategies, we're able to recruit with no bias at scale, enabling us to implement D.E.I initiatives in accordance to your policies. Something we're proud of and encourgae
Leverage our extensive interview panel of leaders in tech roles, where they vet candidates to see if their work/ability is consistent with what they’re claiming to be proficient in. Helping you focus on candidates that are a good-fit.
We're firm believers in building in-house capability, that's the best way to work with global talent. If you'd like to establish an office in India or the Phillipines, our team can help you secure an office, equipment and fit-out the office in accordance with your brand. In addition to this, a full-time HR employee can be hired specifically for your company to extend your culture into these global locations.
To bring fast-growing companies elite engineering talent, PICWA source talent across India, and the Philippines with premium campuses in select tech hubs and end-end recruiting and talent management services to deliver and retain top talent.
4 Hours (9:30am ET to 1:30pm ET)
Night Shift
8 Hours (9:00am AEST to 5:30pm AEST)
6 Hours (11:30am NZST to 5:30pm NZST)
6 Hours (9:30am ET to 3:30pm ET)
4 Hours (8:30am PT to 12:30pm PT)
7 Hours (10:30am AEST to 5:30pm AEST)
5 Hours (12:30pm NZST to 5:30pm NZST)
Have more than
10 years of experience
Speak advanced
english
Have held a senior
engineering role
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Book a time below with one of PICWA's resourcing experts.
”We set an ambitious target of hiring 11 Senior MERN engineers within a month. To my surprise, we achieved that. During the entire process, PICWA felt like an in-house talent team and worked closely with us to find the right fit. Fast forward 4 years and we're still working with the same team PICWA provided and have no idea how we'd operate without them”
CEO | TerriTool
Download the only remote teams playbook you’ll ever need
