Our anonymous recruitment process

We know that applying for a new role can feel uncertain, especially when hiring processes vary from company to company.

At Platypus Digital, we want to make our process as clear, fair and transparent as possible. We want you to feel confident, well-informed and supported throughout.

Our recruitment process is designed to help both of us answer two key questions:

  • Are you a good fit for the role and our team
  • Is Platypus Digital the right fit for you
 

To support this, we use an anonymous recruitment process. This means your personal details are removed before your application is reviewed. We focus only on your skills, experience and values.

Communication with candidates is handled by someone outside the hiring team to preserve anonymity, and those making hiring decisions never see your name, CV, or LinkedIn profile.

We are also working hard to be an anti-racist and truly inclusive employer. This process is one way we reduce bias and create a more level playing field for everyone.

The process

  1. You submit your online application before 8 am on the closing date.
  2. We remove personal information from your application before sharing it with the hiring team.
  3. The hiring team reviews the anonymised applications and creates a shortlist. We aim to do this within one week of the deadline.
  4. If we need to clarify something in your application, we may invite you to a short initial call. This is also when we may suggest a different open role if it looks like a better fit.
  5. Shortlisted candidates are invited to complete a one-hour take-home task. The task will be based on typical work from the role but will not involve any live client material. You choose a time to receive the task, including options before 9 am or after 5 pm.
  6. You complete the task independently within one hour and return it by the agreed deadline.
  7. Once all tasks have been submitted, the hiring team reviews them together. This usually takes about a week.
  8. We contact candidates to either invite them to interview or offer feedback.
  9. Interviews are booked at a mutually convenient time. We recommend setting aside 1 hour and 30 minutes. We’ll schedule 1 hour and 20 minutes in the calendar to allow for buffer time if needed.
  10. During the interview, you’ll walk us through your task and answer questions about your technical experience and how your values align with ours. Interviewers score your responses independently.
  11. After the interview, the panel meets to review scores and agree on a decision.
  12. We may require a short follow-up call to make a final decision.
  13. The successful candidate will receive an offer. We will also contact candidates who were not selected and offer feedback. We aim to do this within one week of the final interview.

The hiring team

The hiring team includes the hiring manager and two colleagues who would work directly with the successful candidate.

They will only see anonymised materials. They do not see your CV, LinkedIn profile or any identifying information.

All communication with you is handled by someone outside the hiring team.

The interview 

Interviews are conducted via Google Meet or in person at our office in London Bridge.

The format includes:

  • An overview of the interview and timings
  • A walkthrough of your task
  • Up to three technical questions relevant to the role, plus any follow-up questions from the panel
  • Up to three questions exploring how your values align with ours, plus any follow-up questions from the panel
  • A chance to share any final details or context you think is helpful
  • An opportunity for you to ask us questions about the role or organisation
  • Confirmation of notice period and next steps

Scoring and decision criteria

We score answers using a simple scale from 0 to 5:

  • 0: No relevant answer or no examples
  • 1: A few points made, missing key information or relevant examples
  • 2: Some relevant points and examples
  • 3: Good answer with relevant information and some examples
  • 4: Strong answer with clear examples
  • 5: Excellent answer covering all key points with strong examples
 

Technical skills questions count for two-thirds of the total score. Values questions count for one-third. If two candidates receive the same total score, we select the one with the stronger values score.

 

Stay in touch

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