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Hiring Process
In the competitive world of software development, finding the right talent is more challenging than ever. At pubGENIUS, we've learned that exceptional resumes don't always translate to exceptional performance in a startup environment.
Our CEO, Kevin Stubbs a former Microsoft software engineer, has built a engineers selection process that prioritises three critical attributes: deep technical knowledge, untapped potential, and the ability to rapidly acquire new skills.
When we post a job opening, we typically receive over 1200 applications within just a couple of days. While this flood of interest is flattering, it presents a unique challenge: how do you identify the candidates who will thrive in our fast-paced, client-focused environment?
Our work spans the entire spectrum of software development. Some clients come to us with complex, well-defined projects requiring immediate technical expertise. Others arrive with nothing more than an idea, trusting us to guide them through the complete product development journey from concept to market launch. This diversity demands team members who can think like product owners while remaining agile enough to master new technologies on demand.
Many candidates arrive with impressive backgrounds from large corporations, but working at a small company with startup DNA requires a completely different skill set. In a startup environment, there's no luxury of specialization. Every team member must be a generalist who can deep-dive into specifics when needed, adapt quickly to changing requirements, and take ownership of outcomes rather than just completing tasks.
This fundamental difference is why our selection process is intentionally rigorous. We're not just evaluating technical competency we're assessing cultural fit, adaptability, and the entrepreneurial mindset that drives success in our environment.
Our process begins with a comprehensive technical evaluation designed to filter serious candidates from the crowd. This isn't about memorizing algorithms; it's about demonstrating problem-solving ability and technical reasoning.
Result: 1,260 candidates entered → 628 completed technical assessment (2:1 ratio)
Candidates who pass the technical assessment move to our first interview round. Here, we begin evaluating both technical depth and cultural alignment. We're looking for candidates who can articulate their thinking process and demonstrate genuine curiosity about technology.
Result: 628 completed → 108 interviewed (5:1 ratio)
This is where our process becomes unique. We conduct interviews with team members from different countries and cultural backgrounds. This isn't about diversity for diversity's sake it's a strategic assessment of adaptability. Can the candidate communicate effectively across cultural boundaries? Do they demonstrate the flexibility needed to work with our global client base?
Result: 108 interviewed → 41 passed (2:1 ratio)
Our final stage involves a comprehensive review by senior team members. We're making the ultimate determination: Will this person thrive as an owner-operator in our environment? Can they grow with us as we scale?
Result: 41 finalists → 9 offers made (4:1 ratio)
Our selection metrics reveal the reality of finding exceptional talent:
Starting pool: 1,260 candidates
Final hires: 8 accepted offers
Success rate: 0.63% (less than 1%)
These numbers might seem harsh, but they reflect our commitment to building a team where every member can excel. We'd rather maintain high standards and hire fewer people than compromise on quality and struggle with performance issues later.
We value candidates who have solid technical foundations but, more importantly, demonstrate the ability to learn quickly. Technology evolves rapidly, and yesterday's expert can become tomorrow's beginner. We need people who embrace this reality.
In our environment, every team member must think like a product owner. This means understanding business implications, anticipating challenges, and taking responsibility for outcomes not just outputs.
With team members and clients spanning multiple continents, cultural sensitivity and communication flexibility aren't nice-to-haves they're essential. Our multi-cultural interview process helps identify candidates who can thrive in this global environment.
Whether working with a Fortune 500 company or a startup founder with a napkin sketch, our team members must adapt their communication style and approach to meet clients where they are.
Some might question whether our process is too rigorous. We see it as an investment in excellence. Every person we hire will work closely with clients, represent our brand, and contribute to products that impact real businesses. The cost of a bad hire in terms of client relationships, team dynamics, and company culture far exceeds the investment in thorough evaluation.
Our 8 successful hires from this recent cycle represent more than just new team members. They're individuals who have demonstrated they can think critically, adapt quickly, and maintain excellence under pressure. They're ready to take ownership of client success and grow with our company.
As pubGENIUS continues to grow, our selection process will undoubtedly evolve. But our core principles will remain constant:
We're looking for people who combine technical expertise with entrepreneurial thinking, cultural adaptability with client focus, and proven ability with unlimited potential.
In a world where talent is the ultimate differentiator, we believe that rigorous selection isn't just about finding good employees it's about building a team capable of exceeding client expectations and driving innovation in an increasingly complex marketplace.
The numbers don't lie: finding exceptional talent is hard work. But for companies willing to invest in the process, the payoff is a team that doesn't just execute they excel.
Book a free 1:1 call and let's find out
September 17, 2025
