Xperi
Automotive, Media
Enhancing Automotive Technology and Experiences
COXIT recruits and retains top Software Developers, ensuring long-term project success. Our Team Extension service helps companies quickly scale, fill skill gaps, and add experienced developers
From an idea to instructions after delivery on how to use it more effectively
69% of candidates were interested in the position (20 out of 29).
44% of screenings had positive feedback (7 out of 16) and 50% of interviews were with positive feedback (2 out of 4).
100% (1/1).
7 weeks (October 4 to November 21).
This position was not super easy to fill due to not quite competent submissions from the candidates.
Many devops had no experience with Google Cloud, which was one of the main requirements. Also, during the technical interview, there was a situation where two candidates were not selected because of each other's English, because they were googling questions during the interview.
Although at the screening stage, their CVs looked convincing at the screening stage. In the end, we chose one candidate and tried to raise the bar, to attract more competent employees.
That's why at the beginning of the beginning of the work on the vacancy and there was a slight hiccup on the client's part, because they changed the requirements for the position and we had to start the search from scratch.
69% of candidates were interested in the position (20 out of 29).
44% of screenings had positive feedback (7 out of 16) and 50% of interviews were with positive feedback (2 out of 4).
100% (1/1).
7 weeks (October 4 to November 21).
This position was not super easy to fill due to not quite competent submissions from the candidates.
Many devops had no experience with Google Cloud, which was one of the main requirements. Also, during the technical interview, there was a situation where two candidates were not selected because of each other's English, because they were googling questions during the interview.
Although at the screening stage, their CVs looked convincing at the screening stage. In the end, we chose one candidate and tried to raise the bar, to attract more competent employees.
That's why at the beginning of the beginning of the work on the vacancy and there was a slight hiccup on the client's part, because they changed the requirements for the position and we had to start the search from scratch.
100% of candidates were interested (162 candidates)
55% of screening interviews received positive feedback (10 out of 18), and 25% of final interviews received positive feedback (1 out of 4).
100% (1/1).
5 weeks
Candidates were eager to apply and were particularly interested in working with our company and on this project (many candidates mentioned that they were specifically attracted to the project’s domain). Overall, there were no significant issues.
After the first two interviews, we made some adjustments (the English proficiency and general technical level of some candidates were too high for the role).
Afterward, the next three candidates we submitted to the client caught their interest. The project's short-term nature was also not an issue. This was discussed with the candidates during the screening.
100% of candidates were interested in the position (24 out of 24).
78% of screening interviews received positive feedback, and 100% of technical interviews with the client had positive feedback.
100% (1/1).
4 weeks (from August 14 to September 12)
Candidates were eager to apply and were interested in working with our company. There were many strong applicants who could have been sent for interviews with the client, but we immediately found a match with the first candidate who interviewed.
There were extra stages, as we conducted live coding sessions with candidates to filter out those who weren’t a good fit. However, not many coding sessions were necessary, since the client quickly completed all the stages with one of the candidates and made a hiring decision.
79% (49 out of 62) of candidates from all sources are interested.
81% of screenings had positive feedback (26 out of 32) and 60% of the technical interviews received positive feedback (3 out of 5).
100% (1/1).
Two months (From March 28th to June 2nd)
Candidates enthusiastically applied and demonstrated interest in working specifically at our company and on this project.
The primary delay occurred in the initial stages of the hiring process due to insufficient communication, which underwent adjustments and refinements throughout the recruitment process. Once all the processes were properly coordinated, the hiring process accelerated, and we were able to fill the position within a week.
During the recruitment process, we enlisted the assistance of a Kotlin developer who conducted several live coding sessions with our candidates, enabling us to present only those candidates with whom we had confidence.
To gather more comprehensive feedback about the candidates after the interviews, we introduced a feedback form, allowing us to provide clear and meaningful feedback.
47% of candidates were interested in the position (26 out of 55 candidates).
75% of screenings received positive feedback (6 out of 8), and 50% of technical interviews received positive feedback (1 out of 2).
100% (1/1).
10 days.
We offered this position to 55 developers, 26 of whom expressed interest. After reviewing the candidates' CVs, we invited 8 developers to the first interview with the recruiter. Subsequently, we selected 6 of these and compiled a table of their experience and knowledge.
A total of 2 technical interviews were conducted, one of which was unsuccessful because the candidate lacked experience. Another interview led to the successful closing of the position. The entire process took 10 days.
From an idea to instructions after delivery on how to use it more effectively
First, we will make a call to kick things off. Share your project’s story, needs, and objectives.
We will gather all pertinent data related to your hiring strategy and current goals, ensuring it’s communicated to our recruiting team for the next steps.
Our recruiting team initiates a specialized talent search based on the information collected during the consultation.
Note: We can accommodate any optional requirements such as technical tasks, specific questions from the client, or recording portions of video interviews to assess how candidates answer questions
After presenting you with our shortlist of pre-screened candidates, you have the opportunity to review all the information we’ve gathered and approve the candidates that best fit your project’s needs for further interviews.
If you don’t like any of the candidates, we toke feedback and continue the search.
Once you’ve approved your desired candidates, we move swiftly to make a formal job offer and initiate the onboarding process.
Note: COXIT account manager oversees this critical phase to ensure a seamless transition and immediate impact on your project.
Once the new team member is fully integrated, our job doesn’t end there. We continue to provide ongoing support and performance monitoring to ensure the highest levels of productivity and satisfaction.
Note: Our commitment to excellence means we’re always available to address your needs, ensuring a long-term, successful partnership.
We conduct regular internal 1-1 sessions and offer personalized education plans upon engineer request.
Our state-of-the-art office serves 24/7, providing a conducive work environment for our employees.
We handle all logistics, from office setup to gear and taxes.
We’re celebrating New Year, Christmas and any birthday together.
We conduct regular internal 1-1 sessions and offer personalized education plans upon engineer request.
We conduct regular internal 1-1 sessions and offer personalized education plans upon engineer request.
Our engineers work directly with clients, ensuring transparent and effective communication.
Our 4-week layoff notice period provides an added layer of security, ensuring you can adapt to changing needs without immediate financial impact.
Experienced Delivery Managers ensure seamless team integration and efficient knowledge transfer.
Focus your budget on core business needs. We also provide all necessary equipment for our engineers.
With traditional hiring, you're not just paying salaries; you also cover taxes, HR costs, office space, and employee benefits.
When hiring freelancers, you pay the developer’s rate, but also face turnover costs and the risk of quality loss.
By choosing COXIT, you get top engineering talent and a streamlined process with no hidden costs. Our all-inclusive hourly rate means you pay only for exceptional engineering skills.
All-Inclusive hourly RateMachine Learning
JavaScript
DevOps
Node.js
Computer Vision
C++
GCP
Python
GenAI
AWS
TypeScript
Machine Learning
JavaScript
DevOps
Node.js
Computer Vision
C++
GCP
Python
GenAI
AWS
TypeScript
Machine Learning
JavaScript
DevOps
Node.js
Computer Vision
C++
GCP
Python
GenAI
AWS
TypeScript