Hiring the proper personnel for your firm is akin to putting a puzzle together. Each component, or in this case, each candidate, is crucial to the overall success of your firm. But what if I told you there’s a secret component, a game-changer, that can elevate your hiring process to new heights? It’s known as “personalization,” and it’s the key to realizing the full potential of your hiring strategy.

Long gone are the days when academic qualification was the sole determinant to deciding whether or not a candidate should be hired. In the fast-paced, ever-changing world of talent acquisition, the traditional CV is experiencing a complete overhaul. The days of a candidate’s employment history and education being listed on a piece of paper can soon be considered a distant memory that, perhaps, someone’s grandpa would tell his progeny.

Let’s put it this way – you are a trustworthy HR or manager of a tech company. You have stuck to it at all of its ups and downs. So, the authority with strong belief in your capability assigns you to manage a remote software development team distributed over multiple countries having multiple time-zones.