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Edward Hendrick. Since founding Sonru in with the vision of introducing Video Interviewing to mainstream recruitment, Ed has established the organisation as a global leader and one of the top recruitment SaaS companies worldwide. With a passion for new technology and how it can be used to make life easier for people in the real world, Ed has been instrumental in shaping the current landscape of the Video Interviewing industry.

Chris Horan. CTO at Sonru. Daniel Richard.

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Prior to joining Sonru, Daniel spent 10 years at Oracle Taleo helping to build the company from a small regional start-up to a true industry leader. Daniel has held a variety of sales and consulting positions on various continents, including the US and Europe. Fergal O'Byrne.

Non-Executive Director. George Pennock. George spent several years with the Goldman Sachs Group as a mergers and acquisitions banker before moving into private equity where he has spent most of the past 15 years.

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Having spent the past two decades working with a myriad of talented and unconventional entrepreneurs, investing in everything from online employee benefits platforms to river boats and book publishers, George is passionate about backing exceptional people and interesting businesses and believes that while a mediocre management team can ruin even a great plan, a great management team can make a success of almost any business opportunity. John Penning. Rodolphe Verhaegen. Startup Hiring January 22, 0.

Café Pro – a new approach to recruitment | Vifor Pharma

Hiring hiring hacks job candidate Recruiting tips. Team Building January 22, 0. Team Building January 21, 0. Recruitment Tips January 21, 0. Startup Hiring January 21, 0. Hiring interview recruitment team building top talents. Artificial Intelligence buisness employer interviewer startups worker.

Making your Recruitment Process Audit-Proof with Video Interviewing

Recruitment Tips January 20, 0. Artificial Intelligence buisness hrsoftwares startups. Recruitment Tools January 20, 0.


Startup Hiring January 20, 0. Specifically, Nadia and Marilda had the chance to speak with potential candidates and to better understand what type of role they were looking for, who they are and the potential added value they can bring to Vifor Pharma. This unusual recruitment style increases the chance for candidates with rather atypical profiles to be interviewed — perhaps those considering a change in professional orientation, or those coming from abroad and without local job experience, to be considered for future positions in the company.

These aspects are not always clearly highlighted in typical application letter and CV. Because the first part of the recruitment process, proven competencies and work experience often play an important role when selecting candidates. We cannot guess a personality based on a CV or application letter and we unfortunately do not always have the time to contact each applicant individually.

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  8. Many of them do not have a great deal of experience being interviewed and often feel very nervous. For us as a company, it is an excellent opportunity to have an exchange with the candidates, strengthening our local collaboration. Nadia and Marilda met approximately ten candidates each, most of them had already applied at Vifor Pharma in the months leading up to the event.

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    The candidates were really well prepared and had a very positive attitude. Getting to know the candidates better, giving advice and taking time for them without expecting something in return is what motivates our recruiters day to day. It shows Respect , one of our core company values.

    Watch the event TV interview in French. However I was born in Vienna and later grew up in Salzburg. At the age of seven I moved to Zurich, which is the place I call home.