Our "recruitment" interview series continues with Martin Christolomme, co-founder and CEO of Boostthe specialist in digital communication for pharmacists.
Enjoy your reading!
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Hello Martin! To start, can you describe Boost's corporate culture in 3 words?
I would say that the three words that best describe our culture are honesty, loyalty and "boost". The "boost" represents the perseverance and energy we bring to every exchange with our customers, partners and future employees. These three values are truly at the heart of our DNA.
As a candidate, why should I join you?
Boost is the ideal place for those looking for a professional opportunity to develop their intrapreneurial skills. The company's full remote organization offers great flexibility and allows us to attract talent that might not otherwise come to Boost.
If Boost's mission inspires the candidate, they will feel even more motivated to deploy and execute it. Boost specializes indigital access and has strong expertise in the healthcare industry, particularly in pharmacy.
If the candidate is interested in these aspects and shares the values of honesty, loyalty and "boost" that are at the heart of our culture, then he can be sure that joining us will be a wise choice!
👉 To discover all the offers of Boost, it's here
What is your "special touch" to attract talent?
We try to have a "customer journey " approach for our candidates. We know that full remote is an important criteria for some candidates, so we make that clear. Secondly, our recruitment process is in four very exhaustive steps, which gives candidates the impression that they have a good chance of being retained if they make it to the end. We also pay close attention to the onboarding of new employees, regardless of their position, in order to integrate them as well as possible into the company.
Precisely, what is your vision of recruitment?
Our approach is based on putting forward qualified profiles. We have set up a system that allows us to deduplicate the profiles of candidates who apply for several positions with us. We seek to evaluate the skills and experience of each candidate in order to direct them to the job offers that best suit them.
How does it work?
Our system is based on an initial assessment of applications, which we attach great importance to. If a candidate applies to several job offers, we make sure that his or her profile is well suited to each of these offers. If this is not the case, we direct them to the offers that best match their profile. We are aware that this can be disappointing for some candidates, but we try to be as transparent as possible with them!
What is the average time it takes to get a response after applying to Boost?
The average response time at Boost is approximately 15-23 days. We take the time to carefully evaluate each application, and we strive to respond quickly to each candidate, although this can be difficult at times due to the volume of applications we receive!
How do you reduce this delay?
We are constantly looking for ways to improve our recruitment process and reduce response time. We have recently implemented a system for pooling applications, which allows us to collect profiles for a month before really sorting them out. This system allows us to attract many more profiles and thus reduce response times.
What are the advantages of working from home?
At Boost, we offer many advantages to our employees. First of all, they have the opportunity to work on stimulating and exciting projects while evolving in a pleasant and friendly work environment. As a human-sized company, each employee feels valued and actively contributes to the company's success.
In addition, we offer regular training to our employees to help them develop their skills and progress in their careers.
What is the integration process like for new employees at Boost, given that they work remotely?
We place great importance on the integration of new employees, despite the remote work environment. On their first day, they are welcomed at a weekly meeting called All Hands, which takes place every Monday at 9am. This meeting brings the entire team together to present the new features of the production launch as well as the business figures. We use this opportunity to introduce new employees to the team and introduce them.
After that, new employees are taken on by their manager who trains them on company fundamentals, tools and internal knowledge. The most curious can even start exploring the resources before their first day. The goal is to get them to perform the required tasks on their first or second day, so they can quickly get up to speed and adapt to their new work environment.
A ritual to share to engage your talents?
Although physical contact and joint coffee breaks are not possible, we have set up regular meetings to maintain the link and foster communication between team members.
Among these meetings, we have daily meetings for the sales team and the product team, as well as a monthly meeting with the manager to review the whole activity. These regular meetings allow us to stay in touch and follow the progress of each one despite the distance.
Last question: why should we NOT join you?
We are looking for motivated individuals who are willing to put in the work and keep up with the rapid evolution of our company. If a candidate is not willing to work hard and adapt quickly to change, then Boost may not be the right fit for them!
As a start-up, we need people who can challenge the way we do things and bring new ideas to the table, without losing sight of our goals. If a candidate doesn't feel comfortable with this level of demand and agility, they may find it difficult to thrive at our company.
Thanks, Martin 👏
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