When hiring at BlueBotics, we first assess the personal profile, soft competencies, and team compatibility. After that, we go into a deep technical assessment.
Today, the product sales with the ANT navigation product line are becoming more important than the custom-specific engineering services we provide for mobile robotics. This means that we mainly hire specialists, and we plan for them to be active in production, quality control, deployment, and support.
We still hire also R&D personnel, but we primarily want to have the best specialists, not necessarily robotics generalists. Of course, we value a background in robotics, but this is not a must.
We firstly search within our network, and especially look to our contacts at EPFL and ETH. I also look into all the spontaneous offers we regularly receive and post the profile in my LinkedIn network. Finally, we use local head hunters.
We then get quite a bunch of CVs, which we assess internally before starting with face-to-face meetings.
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