Great products call for great talent!

With access to our world-class developers, engineers and designers, your digital business’ success is just around the corner. 

Through our selective and thoughtful recruitment process, we’re able to attract Latin America’s top 3% talent into our Pevnost family.

Our team is constantly tested, trained and re-tested to ensure your project gets the very best resources available, enabling us to deliver your projects on-time and within budget.

How We Hire the Top 3% Talent

1. Job Applications & Top Talent Hunting:

We receive over (1000) applicants every month and are constantly identifying the best talent in the industry in parallel. Our recruitment process is tuned to finding the right candidate based on their skills and our project client needs. Only 3% of the candidates that participate in this stage make it to the end.

 

 

3. Technical Tests:

The candidates that excel at the first two stages of our recruiting process are invited to take a set of online tests aligned with their technical skills as well as an English proficiency test. We use the same tools as are used by the world’s leading technology companies. These tests are mandatory for all potential candidates and are tweaked for each candidate to test their full suite of technical skills. As in the previous stages, only a small handful of candidates pass this stage and are invited to the next round of meetings.

 

5. Top 3% on Board:

Those who stand out during each stage of our recruiting pipeline are then invited to join Pevnost at an specific role. This talented experts and now available to help our partners realize their business’ vision.

 

 

2. HR Interviews:

Every candidate whose profile is a potential fit for the various roles within Pevnost is invited to an interview with our specialized IT recruiting team. In this interview the candidates overall profile is assessed based on a combination of their stated technical skill, past project experiences, their ability to work in an agile team, communication and language skills, and goals-oriented personality. Only a handful of candidates pass this interview phase.

 

 

4. Technical In-person Interview:

Candidates that have succeeded at our rigorous technical online tests are then extensively evaluated by our Head of Technology. At this point, candidates are assessed both on their technical knowledge as well as their approach to tackling real-life projects and problem-solving skills.

How We Hire the Top 3% Talent

1. Job Applications & Top Talent Hunting:

We receive over (xxx) applicants every month and are constantly identifying the best talent in the industry in parallel. Our recruitment process is tuned to finding the right candidate based on their skills and our project client needs. Only 3% of the candidates that participate in this stage make it to the end.

2. HR Interviews:

Every candidate whose profile is a potential fit for the various roles within Pevnost is invited to an interview with our specialized IT recruiting team. In this interview the candidates overall profile is assessed based on a combination of their stated technical skill, past project experiences, their ability to work in an agile team, communication and language skills, and goals-oriented personality. Only a handful of candidates pass this interview phase.

3. Technical Tests:

The candidates that excel at the first two stages of our recruiting process are invited to take a set of online tests aligned with their technical skills as well as an English proficiency test. We use the same tools as are used by the world’s leading technology companies. These tests are mandatory for all potential candidates and are tweaked for each candidate to test their full suite of technical skills. As in the previous stages, only a small handful of candidates pass this stage and are invited to the next round of meetings.

4. Technical In-person Interview:

Candidates that have succeeded at our rigorous technical online tests are then extensively evaluated by our Head of Technology. At this point, candidates are assessed both on their technical knowledge as well as their approach to tackling real-life projects and problem-solving skills.

5. Top 3% on Board:

Those who stand out during each stage of our recruiting pipeline are then invited to join Pevnost at an specific role. This talented experts and now available to help our partners realize their business’ vision.

Say hello!

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United States

401 Park Avenue South, Floor 10,

New York, NY 10016

Colombia

Km. 17 750, Vía El Escobero Las Palmas,

Envigado, Antioquia

India

C-339, Defence Colony,

New Delhi, India 110024