Iskustva i komentari zaposlenih

Javili su se brzo i organizovali smo intervju, prvi deo je bio sa kolegom iz tima koji je objasnio vise o poziciji i radu, drugi deo je bio sa HR, standardna pitanja, kako se vidim u nekim situacijama, moje mane i vrline itd.. Dogovor je bio da se jave za do najkasnije 2 nedelje i posalju zadatak koji treba da se uradi i posle toga brani, posle skoro mesec dana dobijam mejl da su se odlucili za drugog kandidata koji je u toku prezentacije resenja uradjenog zadatka pokazao vise razumevanja procesa i tehnickog znanja. Sve bi to bilo super i validno da sam ja uopste dobila zadatak da uradim. Mejl nakon mesec dana gde me odbijaju za nesto sto nisam ni dobila priliku da uradim

As FishingBooker emphasizes transparency as one of its core values, I would like to offer equally transparent and honest feedback regarding my experience in your hiring process. After submitting two voice recordings and my CV, I was invited to the Open Day (second round), which lasted an entire working day and was conducted fully in English. This required me to take a day off work and invest a significant amount of personal time and effort. A few days later, I was informed that I had successfully progressed to the final, third round – the Cultural Fit interview – again conducted entirely in English. During this final interview, I was asked whether I would mind working on adopting a more American accent, as I was told that “our captains communicate better with support agents who have an American accent.” I clearly stated that I was open to improvement and willing to work on it. Despite completing all three stages and expressing flexibility, I was later informed that the owner was consulted about the possibility of an accent-related course and declined, stating that people are needed immediately. This effectively ended my candidacy. I find this outcome highly problematic. Rejecting a qualified candidate after multiple interview rounds — based not on English proficiency, clarity of communication, or professional competence, but on the absence of a native American accent — is, at the very least, discriminatory and deeply unprofessional. Throughout my international career, English proficiency and effective communication were always the standard; never once was a native American accent a requirement. This has not been an expectation in any serious international company I have worked for. FishingBooker often positions itself as the “Booking.com of fishing.” However, with hiring practices such as these, that comparison is difficult to justify. Global companies value diversity, competence, and inclusive communication — not accent-based filtering that borders on linguistic and cultural bias. This approach does not encourage qualified and experienced candidates to apply. On the contrary, it discourages them, as the process requires a substantial investment of time while offering little transparency about non-negotiable criteria that ultimately disqualify them. Candidates who are otherwise highly suitable may never be selected simply because they do not “sound American enough.” If a native American accent is, in fact, a strict requirement, it raises a valid question: why not hire Americans directly? Instead, local candidates are held to an arbitrary standard, while being offered compensation that would hardly attract U.S.-based professionals. I am sharing this feedback not out of bitterness, but out of respect for the value you publicly promote — transparency — and out of genuine concern for the candidate experience and your employer brand. I sincerely hope this feedback will be taken seriously and used to reflect on and improve your hiring practices going forward.

Postoje 2 kruga selekcije sa trecim "upoznavanjem" sto kod drugih kompanija dodje na netehnicki intervju. Mada ako prodjete na treci krug trebalo bi da je to to i da dobijete ponudu. Prvi krug je bio HR intervju tipican kao i kod drugih kompanija. Drugi krug je bio tehnicki intervju i posto je intervju za juniorsku poziciju nije nista preterano bilo tesko, osnovne stvari iz Machine Learning-a, sa malim fokusom na NLP, i agente.

Intervju je lakši do srednje težine. Uglavnom ima samo jedan krug na kom pitaju "trik" pitalice da vide kako razmišljaš i tehnička pitanja vezana za tehnologiju za koju se prijaviš. O istom trošku je i HR razgovor. Ponekad ako su neodlučni pošalju dodatni zadatak da se odradi od kuće u određenom roku.

Prvi krug HR intervju Drugi krug tehnički intervju Iako nisam dobila ponudu, utisak je sjajan. Vrlo opuštena atmosfera na oba intervjua. Lep, opušten pristup kandidatu.

• Uglavnom vezana za upravljanje bazama podataka i BE.

Proces selekcije je bio relativno strukturisan i sastojao se iz više koraka. Nakon prijave usledio je inicijalni razgovor sa HR-om, tokom kog su predstavljeni kompanija, projekti i osnovna očekivanja za poziciju. Razgovor je bio prijatan i korektan, sa fokusom na prethodno iskustvo i motivaciju. U narednoj fazi organizovan je tehnički intervju, koji je uključivao pitanja iz relevantnih tehnologija i praktične primere. Tehnički deo je bio solidno osmišljen, ali se stekao utisak da su zahtevi ponekad zavisili od konkretnog projekta, što nije u potpunosti bilo jasno objašnjeno unapred. U nekim segmentima pitanja su bila opširna, a vreme ograničeno. Završni deo procesa podrazumevao je razgovor sa članovima tima ili menadžmentom. Iako je komunikacija uglavnom bila profesionalna, ceo proces je trajao duže nego što je prvobitno najavljeno. Povratna informacija je stigla tek nakon dodatnog javljanja, što je ostavilo utisak da bi transparentnost i brzina odgovora mogle biti bolje.