Top 3 Myths About Hiring in Tech (and How DataDome Does it Differently)

There are many myths and misconceptions about “big tech” culture and how hiring in tech works. As a Talent Acquisition Manager with years of experience hiring for technology and engineering roles throughout the US, I want to address a few misleading ideas around hiring in tech, and shed some light on our approach at DataDome.

The hope is that this article will provide some encouragement to all the strong applicants out there who are seeking a respectful, caring work culture—starting with recruitment. You deserve it.

Here’s what I’ll address:

• Myth #1: Applicant Tracking Systems Are Automated to Filter Candidates
• Myth #2: You Don’t Need to Prepare for a Call With a Recruiter
• Myth #3: Feedback is a One-Way Street During the Hiring Process

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Myth #1: Applicant Tracking Systems Are Automated to Filter Candidates 🤖

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Surprise! There is indeed a human behind our applicant tracking system (ATS), so you’re not just trying to beat an algorithm.

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Some large companies may be using their ATS as a filter, but here, an actual human reviews your application, looking at your CV, LinkedIn profile, website, portfolio, etc.                        

– Devon Walo, Talent Acquisition Manager at DataDome

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We’ve all come across tips to get your CV into the ATS, or to the top of the pile. Most of these tips assume an automated system is working as a filter, and if you use the right keywords, you’ll stay in the running.

With DataDome, your ATS profile is created for our review the moment you apply. Some large companies may be using their ATS as a filter, but here, an actual human reviews your application, looking at your CV, LinkedIn profile, website, portfolio, etc.

Along with reviewing applications, our talent acquisition team actively sources prospects. Consider us hunters! We strategize with those involved in the hiring process, identify exactly what we are looking for in a profile, and begin our search across multiple platforms like LinkedIn, Indeed, GitHub, and more.

If we contact you and a conversation has started, your profile enters our ATS. This allows us to organize your journey through our interview process for current and future opportunities.

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What do DataDome’s talent acquisition managers look for in candidates?

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When reviewing applicants, I’m curious about your expertise and career goals. Make sure your CV answers these key questions:

• What exactly were you responsible for in your previous positions and how did it impact the business?
• What is something you accomplished that you’re proud of?
• What tools or technologies are you learning or interested in?

Don’t be shy! Your CV is your chance to advocate for yourself in your next opportunity. Transparency is key—talk about your responsibilities and accomplishments, but be sure to include your career goals.

Myth #2: You Don’t Need to Prepare for a Call With a Recruiter 😅

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The first question I ask in every interview is “What is your understanding of DataDome?”

I’m not searching for a specific answer, but I am curious to see if the candidate researched us. Some talk about specifics in the job description and why it interested them. Others talk about our innovative technology, impressive clientele, or how we caught their eye in the media.

Then, there are times when a candidate has no idea who we are or what our solution is—which makes me wonder why they applied.

We aren’t going to quiz you on our latest figures or funding rounds, but we are interested in seeing if you applied to a job you actually would like to do. Some find strategy in mass applications; I see it as a disadvantage if it is done without intention.

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Some find strategy in mass applications; I see it as a disadvantage if it is done without intention.                        

– Devon Walo, Talent Acquisition Manager at DataDome                                            

Myth #3: Feedback is a One-Way Street During the Hiring Process 😱

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At DataDome, we constantly look for opportunities to improve in all areas, including the hiring process. Our four core values are our foundation:

1. Passion
2. Team Spirit
3. Customer Centricity
4. Growth

Our core values aren’t just buzz words—they truly guide what we do internally and externally, including the candidate experience.

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I love meeting candidates from all walks of life, learning about their skillset and career goals, and identifying if there is a match with our culture and business needs.                        

Devon Walo, Talent Acquisition Manager at DataDome                                            

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We’re a Feedback Culture, Starting With the Recruitment Process

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Recruiters tend to have a #Passion for people. I love meeting candidates from all walks of life, learning about their skillset and career goals, and identifying if there is a match with our culture and business needs. We apply a #CustomerCentric mentality, including when it comes to recruitment (in which case, prospective candidates are treated as “customers”).

We have processes in place to learn what our new joiners have to say about their hiring experience, and to gather feedback from candidates who don’t go all the way through the process. I want to know how we can do better. How can we provide more visibility, rephrase a question in an interview, or ameliorate a job description to reduce ambiguity?

This feedback is essential for our #Growth and for future candidate experiences.

#TeamSpirit is also a core part of the recruitment process at DataDome. A true advantage to our company size is being able to consult and collaborate quickly!

Our talent acquisition managers are the first in contact with candidates, but hiring is a team decision. If there are any questions or hesitations on a profile, we actively consult with our hiring managers, department heads, VPs, and even C-suite for certain roles.