# Instfy hiring process

<p class="lead">Learn about the stages of the Instfy hiring process, what we assess in each one and how to prepare to show your best.</p>

A good hiring process is a two-way street: we get to know you, and you get to know how we think and work. That is why our process follows the same logic as the [Instfy methodology](#/methodology): understand first, then go deeper and only then decide. The stages below are the general reference. Some positions may have combined or additional stages, always communicated at the start.

!image[An interview conversation during the hiring process](/assets/img/pessoas/hiring-process.webp)

## Before you start

- Read [Work at Instfy](#/careers) and [Culture and principles](#/culture) to understand what we value.
- Take a look at [How we think](#/how-we-think) and the [methodology](#/methodology). You do not need to memorize anything, but you will recognize the logic in the conversations.
- Have an up-to-date resume ready and, when it makes sense for your area, a portfolio, repositories or case studies.

## The stages

<ol class="steps">
<li><strong>Application:</strong> you send your resume, your portfolio if you have one and a short note about what you want to build to <strong>relationship@instfy.com</strong>, with the subject <strong>Careers: &lt;area&gt;</strong>.</li>
<li><strong>Screening:</strong> we review your materials, paying attention to the fit between your experience, what you want to build and the needs of the position or project.</li>
<li><strong>Initial conversation:</strong> a chat to learn about your background, understand your motivations and present Instfy, the role and the work arrangement defined for the position.</li>
<li><strong>Case or practical challenge:</strong> an exercise tied to real work, built on the logic of the methodology: understand the context, diagnose, choose a path and explain how you would know it worked.</li>
<li><strong>Conversation with leadership:</strong> you present your reasoning, we discuss the choices you made and dig deeper into your fit with the culture and the role.</li>
<li><strong>Offer:</strong> if there is alignment, we present the offer with the role, work arrangement, type of engagement and compensation, defined for each position.</li>
<li><strong>Onboarding:</strong> after you accept, your [first 30 days](#/team-onboarding) journey begins.</li>
</ol>

## What the case or practical challenge looks like

The challenge is the best opportunity to show how you think. It varies by area: it may be a business diagnosis, a product proposal, a technical problem, a communication piece, a data analysis or a sales plan.

In every case, we expect to see the same things:

| What to show | A helpful question |
|---|---|
| Understanding of the context | What do I know, what am I assuming and what do I still need to know? |
| Diagnosis | What is the real problem behind the apparent problem? |
| Choice | Which path do I recommend and what would I leave out? |
| Execution | How does this become a concrete deliverable, with an owner and a deadline? |
| Evidence | What metric would show that it worked? |

:::tip
There is no single answer. We value clear reasoning with explicit hypotheses more than a brilliant solution without explanation. If you need to assume something, say what you assumed.
:::

The expected time for the challenge is communicated in advance and designed to fit the routine of someone who is still in another job. If you need more time, let us know.

## What we assess

<div class="card-grid">
<div class="card"><div class="c-ic" data-icon="compass"></div><div class="c-t">Thinking</div><div class="c-d">Ability to understand the context, ask good questions and separate facts from hypotheses.</div></div>
<div class="card"><div class="c-ic" data-icon="rocket"></div><div class="c-t">Execution</div><div class="c-d">Technical command of your area and a track record of carrying solutions through to real use.</div></div>
<div class="card"><div class="c-ic" data-icon="message-square"></div><div class="c-t">Communication</div><div class="c-d">Clarity in explaining choices, in writing and in conversation, including to people outside your field.</div></div>
<div class="card"><div class="c-ic" data-icon="shield-check"></div><div class="c-t">Values</div><div class="c-d">Ownership, curiosity, ethics and alignment with Instfy's principles.</div></div>
</div>

## How to prepare

- **Get to know the ecosystem:** know what [ERP Instfy](#/introduction), [Instfy AI](#/instfy-ai), [Instfy Data](#/instfy-data), [Instfy Rewards](#/instfy-rewards) and [Carbon by Instfy](#/carbon) do.
- **Bring examples with results:** pick two or three pieces of work and explain the context, what you did, what changed and what you learned.
- **Talk about what went wrong too:** an experience that did not work, and what you took from it, says a lot about how you work.
- **Ask questions:** the conversation is also for you to evaluate Instfy. Ask about the role, the team, the projects and the work arrangement.
- **Be yourself:** you do not need to use our vocabulary. We want to understand the way you think.

## Timelines and feedback

The timeline for each stage varies depending on the position, the number of applications and the schedules of the people involved. We try to share the expected timeline for the process at the start of the conversation and let you know when it changes. We try to give feedback to everyone who reaches the conversation stages, whatever the outcome.

## Inclusion and respect

Instfy does not discriminate against candidates based on race, color, ethnicity, origin, nationality, religion, gender, gender identity, sexual orientation, age, disability, marital status or any other characteristic protected by law. We assess people by what they do, how they think and what they want to build.

If you need any accommodation to take part in any stage, such as the conversation format, additional time or accessibility, mention it in your application email or at any point during the process.

## Protecting your data

The data you send with your application is used only for the hiring process and handled confidentially, in accordance with applicable data protection law. You can request information about your data, corrections or deletion by writing to **dpo@instfy.com**.

:::note
We never ask for fees to take part in the hiring process. If you receive a message like that in Instfy's name, ignore it and let us know at relationship@instfy.com.
:::

## Frequently asked questions

### What are the stages of the Instfy hiring process?

There are generally seven: application, screening, initial conversation, case or practical challenge, conversation with leadership, offer and onboarding. Some positions may have combined or additional stages, always communicated at the start.

### How long does the hiring process take?

It depends on the position, the volume of applications and the schedules of the people involved. The expected timeline is shared at the start of the process, and we let you know when it changes.

### Is the practical challenge paid or used in real projects?

The challenge serves only to assess the way you think and execute. It is proportional to the time of a hiring process, and the conditions of each challenge are presented before you start.

### Can I request accommodations to take part in the process?

Yes. Mention your need in your application email or at any stage, and we will agree on the most suitable format, such as additional time, another conversation format or accessibility features.

### How do I request deletion of my application data?

Write to dpo@instfy.com with your name and the email you used to apply. The request is handled in accordance with applicable data protection law.

## Next steps

See what happens after you accept the offer.

:::related
team-onboarding, careers, culture, career-growth, expert-network
:::