At IT Talent, we’ve been helping build the engineering team at Fever, and the last couple of years have been a ride. We went from hiring just 3 devs a month to bringing in 20+ regularly, and the biggest challenge wasn’t just speed — it was keeping the process fair, transparent, and actually enjoyable for candidates.
In this talk, we’ll share how we’ve approached hiring with four key ideas: skill-first assessments, candidate experience, smooth onboarding, and our graduate program.
Skill-first assessments: We don’t care if someone’s a Python pro or comes from another stack. Our interviews focus on problem-solving and core engineering skills, not memorizing a framework’s quirks.
Candidate experience: Job hunting is stressful enough. We make sure people get quick feedback, clear communication, and respectful interactions — no ghosting, no endless waiting.
Onboarding at scale: Bringing in 20+ devs a month only works if they can start contributing fast. We built playbooks, mentoring, and peer support so new hires feel part of the team from day one.
Graduate program: One of our favorite initiatives is hiring fresh grads and helping them grow into product engineers at Fever. With training, mentorship, and real projects, they get to kick-start their careers while we bring fresh perspectives into the team.
We’ll share what worked, what didn’t, and the lessons we learned along the way. Our goal is to show that hiring can scale without turning into a factory process — and that putting people first is the best way to build strong dev teams.