As Sebratec continues to grow, we want to build a team that works cohesively towards making Sebratec an ever-evolving organization. By helping us tap into our expansive network and referring candidates who share our values and aspirations, Ruy has been awarded a 10,000 sek bonus for the successful referral and hiring of Roberto.
How did you go about referring Roberto to Sebratec?
- Actually, he was already in talks with Sebratec, and it was just a matter of having an assignment to continue with his process. During the Easter holiday, I visited a close friend who has been living here for two years working at Volvo Cars. During our conversation, he mentioned he needed someone with good experience to help his team. Since I was already talking to Roberto, who was asking for tips on how to prepare for interviews and the Sebratec process, I told my friend, "I know the guy – can I put my manager in touch with your manager?" The rest is history.
What qualities or skills did you notice in Roberto that made you think he would be a good fit for Sebratec?
- First of all, I wanted to ensure that Sebratec would be a good fit for Roberto, to be very honest. Fortunately, I got this answer in my first month here in Sweden. The excellent support I’ve received from everyone on the team, especially Maja and Felix, was awesome. I feel the company is moving in the right direction regarding its vision and values, and I made it clear to Roberto that it is probably the best place for him, especially in terms of trusting the transition from Brazil to Sweden.
Now, talking about how Roberto would be a good fit for Sebratec, I had no doubts at all. Roberto is a team player, a really enthusiastic and optimistic person, and has amazing hard and soft skills. I’ve seen how he has developed over the years. The only thing I mentioned to him several times was to reflect on the transition to Sweden and if he was ready for it, because it would change his life direction and take him out of his comfort zone.
Did you provide any specific recommendations during the process?
- I only mentioned to my friend how good Roberto's profile and CV were and that I had worked with him for five years, noting that he was a good team player. To be honest, I only accelerated the process for Roberto to get an interview, but in the end, it was Roberto's soft and hard skills that got him the job. I just helped find a good opportunity.
How has the referral process and the hiring of Roberto affected your view of internal referrals?
- I think we should have this internal referral process to help not only the company to grow and hire good people but also to help each other. We, as consultants, are the first to foresee any open positions in our teams or teams we interact with daily, and we also have a very large network.
Would you consider referring more candidates in the future?
- Definitely. I think referring people is like a shortcut to help our business managers put the right candidates in close contact with the managers who are seeking new people for open or future positions. If we have worked with someone in the past, our opinion is very valuable to the managers in general. Refer people you trust and know will do good work, integrate well with the team, and are open-minded about moving to Sweden and embracing a new culture and way of life.
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As of 17th of june 2024, we have made changes to the previous referral bonus and revised the qualifications. Read more by following the link below.