In our continuing quest to give you an insight into today's most innovative recruitment practices, we spoke to Loulou TangDirector Talent Acquisition EMEA at Botify.
We delved into the heart of Botify's culture, taking a close look at their recruitment process, onboarding method and other aspects of their internal workings. We also touched on their remarkable commitment to social action, notably through their support for charities.
Whether you're curious about the world of startups, interested in SEO, or looking for inspiration on how to strengthen the corporate culture within your own organization, this interview will provide you with some new reading material. Happy reading!
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Hello Loulou! Before we get started, can you tell our readers a bit about Botify?
Of course you can! Botify is a renowned French company founded in 2012. As a SaaS product, it offers a unique solution to help businesses, especially large websites, maximize their online presence through SEO and organic search.
With around 300 employees worldwide, Botify has established itself as a global player in its field.
Its main offices are located in Paris, New York, London and Singapore. A particularity of Botify is that over 60% of its Annual Recurring Revenue (ARR) is generated in the United States, which can be explained by the fact that the majority of major websites are based in this country.
Botify's engineering team operates from Paris, while the other offices are staffed mainly by sales and customer relationship management profiles, all experts in the local market and culture.
If you had to sum up your corporate culture, in a few words?
At Botify, we are guided by five core values that determine our corporate culture and shape the way we work:
- Empower Customers. Unleash Potential.
- Learn Fast. Progress Faster.
- Go the Extra Mile. It's Never Crowded.
- Work Hard. Stay Humble.
- Be Bold. Be You.
These values guide us in all our processes, from job interviews and recruitment to the integration of new team members.
What would you say to a candidate to make them want to join you?
If you want to join a company that nurtures your passion and supports your development, then Botify is the place for you. We cultivate a team of dedicated people who are passionate about their work. It's an environment where effort is valued, as exemplified by our values.
At Botify, we have a culture of learning and sharing knowledge. For example, every fortnight we hold "SEO Cafés" with our co-founders, offering everyone an opportunity to ask questions about SEO. Similarly, we hold weekly "Tech Cafés", where anyone can present a technical topic.
What's more, we even have an "Engineering Week" organized by our engineers, a week full of conferences and workshops, culminating in a fun outing to the farm!
It's an opportunity for our engineers, both junior and senior, to share their knowledge and feel more involved in the community.
👉 Find out more about Botify by clicking here
What's your "special touch" for attracting more candidates?
We've set up a project called "Time for charity" to thank our candidates. When a candidate has more than two interviews with Botify, we give them 10 euros and ask them to choose an association from a list of 10 that we send them by e-mail. At the end of the year, we donate this sum to the pre-selected associations. It's our way of showing our gratitude and contributing to important causes!
So we can have an impact even before we join you. You were telling me, off the record, that you had another charity policy?
Absolutely, and I'm delighted to talk about it. At Botify, we take our social responsibility to heart and are committed to giving back to the community.
In this spirit, we have introduced a policy that offers up to four days' paid leave to our employees if they choose to devote this time to charity.
This initiative not only benefits the recipient organizations, but is also extremely gratifying for our employees. They have the opportunity to make a tangible difference and support causes close to their hearts.
And our commitment doesn't stop there. We've also made our tool, Botify, available to charities to help them optimize their online presence. By offering them our expertise and technological resources, we help these organizations maximize their impact and reach a wider audience. It's our way of giving back to the community and supporting the causes we hold dear.
Finally, we are very committed to animal welfare. So, if one of our employees wishes to adopt a pet from a shelter or SPA, we give them two extra days off to look after their new friend. It's a way for us to promote responsible adoption and encourage our employees to support these organizations that do important work for animals.
Without further ado, what does a "Made in Botify" recruitment process look like?
At Botify, our recruitment process is fairly comprehensive. It starts with determining our specific needs for the coming year, taking into account both new job opportunities and necessary replacements. This is a task we carry out in collaboration with our team leaders.
Once we've established our requirements, we define and write detailed job descriptions. These are then published on our applicant tracking system, also known as ATS, as well as on LinkedIn and Welcome to the Jungle. For more specific positions, we also use specialized recruitment platforms.
The next step is candidate pre-selection. At this stage, we carry out an initial screening to assess whether candidates share our values and possess the essential technical skills for the position.
What's next?
Once we have validated the first stage, we forward the applications directly to the relevant team managers.
Candidates may then undergo interviews with the manager, the N+2 and sometimes specific technical interviews for engineering profiles. These technical interviews include architecture and code tests.
Afterwards, we meet with all the interviewers, including the CTO, to evaluate the candidates and make a decision. If we consider that a candidate has the right technical level and experience, we present him or her to the CTO for a final 30-minute interview.
What about 'non-technical' profiles?
After this initial pre-selection phase, we make a more detailed assessment of the candidate. If an application matches our basic criteria, it is forwarded to the relevant team managers. They then conduct the interviews.
Interviews can include discussions with the direct manager, the manager's manager (N+2), and sometimes additional technical interviews, such as case studies, roleplays, pitches or mock presentations.
After the interviews, we organize a "meet and greet" so that the candidate can meet the teams and visit the offices. It's a great way to go beyond just visios!
What about onboarding?
It all starts even before the first day on the job: a week before their arrival, new employees receive a "welcome pack". This pack contains all the essential information for a successful integration - from directions to the office, through a presentation of the team members with photos, to the program for their first two days.
From their very first day, new team members follow a specially designed induction program. This includes a company presentation, a meeting with their team and an introduction to our tools and work processes.
We also organize events to promote the integration of new arrivals. For example, we regularly organize parties in Paris or at the office, to which all employees are invited. This is an opportunity for our new colleagues to meet everyone in a more relaxed and convivial setting.
In short, we're doing everything we can to ensure a smooth and pleasant transition for our new team members, so that they feel welcome and ready to start their Botify adventure.
Finally, what type of job are you currently looking for?
We regularly recruit Business Development Representatives and Account Executives. For these positions, we are looking for proactive profiles who are able to adapt quickly to Botify's growth. As mentioned above, we also value autonomy and an entrepreneurial spirit in our employees!
Thanks for your time, Loulou!
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