We are working hard to become an anti-racist and truly inclusive employer.
We have an anonymous recruitment process in place to help reduce unconscious bias within our recruitment process.
We only want to shortlist and hire candidates based on ability.
This means our shortlist will remove names, employment and education history and LinkedIn profile links. The people at Platypus who communicate with candidates to arrange tests and interviews are not the same who shortlist, interview and decide on the successful candidates.
The application questions, task and interview questions will focus on your technical skills and alignment with our values.
The hiring team will consist of the hiring manager and a team member who will work with the post holder.
Communication with candidates is done by someone outside the hiring team, so the hiring team doesn’t know who the candidate is.
The interview panel will be the hiring manager and a team member working with the post holder.
The interview will be either virtual via Google Meet or in person at our offices in London Bridge and last approximately one hour.
The interview will follow these stages:
The panel won’t have seen your LinkedIn profile or CV beforehand so they’ll be coming to the interview without any knowledge of your prior experience.
The interviewers will score each answer 0-5:
Technical skills answers will be weighted at x2 the score, values questions will be weighted at x1.
We will compare total scores to find a candidate who demonstrates the highest ability to do the job.
Where ability scores are equal, we will go with the candidate with the best values scores.