Sector - Automating Commuting & Transport
Breakdown - Mobility-as-a-Service
Outcome - Key hire completed within 3 weeks


Identify native mobile app designers with agile experience who are used to integrating third party services and completing the full design process through to hand over to developers

Marketing Campaign

Create a campaign that attracts native mobile app product designers. Create an opportunity that they will want to investigate and see as a potential career within a specialist mobile environment

Brand and Strategy

Over a few Zoom meetings we  developed

Candidate Profile

The exact skills and experience required within the native mobile space

Team Culture

Identify candidates who have worked in start-up agile environments that will understand the process and fit in quickly

Target Companies

Identify key companies and individuals within those companies that match this requirement

Kinto's Voice

How do we present Kinto as a great environment for native mobile specialists

We started the process

We Advertised

On LinkedIn, National and Specialist Job Boards

We Headhunted

Native mobile app designers are hard to find so we approached hundreds of potential candidates with an interesting proposition and digital presentation

We Shortlisted

From hundreds of applicants to dozens of video calls

We Submitted

Our candidates via our web platform

We Communicated

Frequently and timely and kept everyone informed and up to date

We submitted our options

We Headhunted

We contacted 295 passive native mobile candidates

We Advertised

We received 120 applications via LinkedIn and Specialist boards

We Held

22 phone and 10 video interviews

We Matched

Based on skillset and culture fit

We Selected:

5 candidates to submit
– 4 from head hunting
– 1 from advertisements
Delivered them on the Candi Talent Platform!

The Interview Process

First Interviews

Hiring a specialist native mobile app designer is a key role to ensure that the product is delivered successfully and looks and functions fantastically!

Kinto held 5 first stage video interviews

This helped them identify exactly what they needed

From the first 5 stages, two designers were taken to the second stage

Second Interviews

This stage needed show everything required to complete the role.

Kinto didn’t want to set a task that would take candidates a long time and not be based on a commercial product or their experience

So we created a task focused on their portfolio, experience and capabilities

The Task

In 15 minutes, we asked the candidates to pick 1 or 2 apps or features that they have worked on from start to completion, we asked them to take us through

What process they followed?

What did they do specifically?

Did they cut out steps?

Did they add extra steps?

How did they solve the problem yourself in this specific situation?

Kinto wanted to about the failures more than the outcome, so we asked them too show

How they managed failures?

What did they do afterwards?

How did they fix them?

How they communicate this with the developers?

What Kinto had to say

Being able to access all the details about potential product designers  shortlisted for KINTO Join side by side made the recruitment process significantly easier to manage.

Because each profile had a candidate summary, CV, portfolio links, and the option to quickly book an interview it made the whole process significantly easier.

For me combining professional recruitment searches with a social dashboard style space to review potentials is the perfect combination of old school recruitment expertise and modern social job boards.

Add to this the transparency of seeing at glance how the shortlisting process had proceeded from portfolio reviews, longlisting, video interviews, to the final shortlist dashboard demonstrated what we were paying for in a way I've not seen from any other recruiter

Guthrie Watson
Head of Design @ Kinto join

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