Gojek is a renowned brand in the South Asian market. With over 20 services in their offerings now, Team Gojek was looking for help in hiring high-quality experienced candidates for 5 technical roles. Want to find out how they did so – with an average time to offer of as low as 16 days?
Let’s dive in straight!
Gojek’s ‘Super’ Growth
Gojek is Southeast Asia’s leading on-demand, multi-service tech platform hosting a variety of services including transport, payments, food delivery, logistics, and more. With 170 million+ downloads, Gojek has transformed into a “Super App”: a one-stop platform with more than 20 services.
As Gojek started growing rapidly and was expanding the super app’s presence across multiple geographies, they needed to hire deeply skilled and experienced software developers for a variety of tech roles. Along with key skill requirements, Gojek also needed to hire candidates who could join immediately.
Saying that AllRemote helped Gojek in ‘cracking’ the Indian talent pool, would be an understatement. We let the results speak.
Key Highlights
- Team makeup: GoLang, Full-stack, Android, iOS, and Backend Developers, and Quality Analysis Engineers
- Number of Candidates hired: 16
- Fastest hire: 12 developers onboarded within the first 4 months
- Offer Acceptance Ratio - 61%
- Average Time to Offer - 16 days
- Client Headquarters - Jakarta, Indonesia
What Were the Biggest Challenges?
Gojek’s primary requirement was hiring candidates who could join immediately. Team AllRemote was expected to source and recruit quality talent with deep skills in GoLang, Full-stack, iOS, Android, and Backend development. The journey was filled with challenges all along, here are the top ones:
- The sourced candidates needed to have a notice period of not more than 30 days. It was a hard requirement and filtered out a lot of good candidates.
- A majority of the Backend developers interviewed initially were rejected as the panel was particularly selective with the type of talent that they want to hire.
- A majority of qualified candidates in the Indian talent market have 2-3 offers in hand at any given time, this became a huge challenge.
- The shortlisting pattern was entirely non-uniform, some of the good candidates were ending up being confused regarding the selection.
Hiring Top Talent in Rocket Speed: AllRemote to The Rescue
1. Deep analysis of interview rounds
Gojek’s hiring team was significantly selective with the key skill requirements. To tackle the high drop-off and rejection rates faced initially, our team attended a number of interviews. The shortlisting strategy was thoroughly studied by our recruiters and then they delivered appropriate feedback to internal panelists
2. Pre-screening and vetting
After a discussion with internal stakeholders, our team of tech and recruitment experts pre-screened candidate resumes. For Backend development positions, we even performed internal vetting of candidates. The screening was not only based on primary factors of skills and experience, but also looking at previous companies, projects, and other skills.
3. Diverse talent pool sourcing
We then started off by getting a questionnaire from Gojek. This didn’t only help us hire accurately, but significantly improved the candidate rejection rate. The recruitment team leveraged Nakuri, Instahyre, LinkedIn, and Angelist along with referrals for sourcing the top candidates. As the notice period of the targeted candidate couldn’t be more than 30 days, diverse talent pools were sourced and reached out for closing the positions.
4. Consistent feedback loop and incorporation
Feedback is the most crucial factor that drives quality talent acquisition. AllRemote’s dedicated team for Gojek hiring kept in constant touch with the stakeholders continuously got their feedback and worked on it. It helped in getting the right candidates and minimize the rejection rate.
