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March 20, 2026
Behind every successful hire stands a thoughtful and well-structured recruitment process - one that goes far beyond reviewing CVs and conducting interviews. In today’s dynamic IT landscape, where candidate expectations are evolving and competition for talent remains high, the role of recruiters is becoming increasingly strategic. They are not only responsible for identifying the right skills but also for recognizing potential, mindset, and cultural fit.
In this context, we spoke with Iza Mladenova, our Tech Recruiter at Hypoport Sofia, to take a closer look at what happens behind the scenes of the hiring process. From her day-to-day responsibilities and collaboration with hiring managers to her perspective on what truly makes a candidate stand out - especially at the beginning of their career - Iza shares valuable insights for anyone curious about recruitment or preparing to take their next career step.
My name is Iza, and I’ve been part of the Hypoport Sofia team for almost five years. As a Talent Acquisition Expert, my role involves the entire process of finding and hiring the right professionals- from conducting interviews to sending job offers. My work is directly tied to the growth of our teams and the company.
My daily routine involves a lot of communication. In the morning, I usually start with giving feedback to the candidates we’re currently working with. Company policy requires this to happen within 48 hours after the interview. Each candidate is notified of the status of their application and the next steps in the process. After that, I organize team interviews, which include a technical interview in the office or an online CV interview. I continue with more interviews with new candidates. I enjoy learning about the diverse experiences and motivations people bring to the table when approaching a new job. It’s exciting because you never know which one of them will be our future colleague.
Personally, I believe that strong communication skills, proper motivation, and a genuine desire to learn are essential. We often interact with candidates who fail to demonstrate their skills and knowledge, or those who take feedback very poorly and act aggressively. This raises many questions- how would they cope in a real work environment, when disagreeing with a colleague, or when making a mistake? Regarding motivation- it’s important to actually enjoy programming itself, since good pay and benefits can only motivate you for a certain period of time. When the passion is real, it shows in your attitude, your desire to grow, and the way you approach challenges. And when we talk about a “genuine desire to learn,” I would say there’s a huge difference between candidates who wait to be hired somewhere before they start learning, and those who seek knowledge regardless of the circumstances. We live in a time when information is just a click away, and it is precisely the drive to become more competent that can set you apart from the rest.
The whole team does its best to make the process as smooth and pleasant as possible for candidates. We start with an introductory conversation over the phone. The purpose of this conversation is to learn more about the candidate’s experience and, at the same time, to tell them more about the company, the team, the product, the benefits we enjoy, and what to expect next. Candidates, for their part, have the opportunity to ask their own questions and share their expectations regarding us as a potential employer. This is followed by a technical interview, which we conduct on-site at the office. It lasts 2 hours and focuses entirely on the candidate’s technical skills and knowledge. The next interview is conducted online and focuses on the candidate’s resume. This interview includes Hiring Manager. The final and most enjoyable step of the entire process is making an offer. We try to ensure the process takes no longer than 2 weeks, while of course taking the candidates’ schedules into account.
Very important, I'd say! Hiring managers are involved in the process from the very beginning- from defining the job requirements and expectations for our future colleague to conducting interviews and providing feedback. They know the team and the company well enough, and their perspective is invaluable to all parties.
We try to see the “person” behind the “developer.” It’s important to us that our future colleagues align with the values and culture the company has built over the years. It’s no coincidence that one of our slogans is “We empower. You create.” We provide a positive work environment, mentorship, a personal approach, and professionalism, and it’s important for us to find people who share the same attitude toward their work and the team, who approach challenges in a similar way, and who can contribute to the overall atmosphere.
The market has undergone significant changes over the past few years, and with the rise of AI, the skills employers are looking for are also changing. My advice to juniors is not to underestimate the importance of their education and to set aside enough time to master the fundamentals of programming. Work on personal projects and seek constructive feedback to reinforce what you’ve learned. And finally, pay attention to your “soft” skills, because teamwork and good communication are important in every workplace.