Sectra’s recruitment process

Sectra’s hiring process reflects our values and culture. Finding and attracting the right individuals is the most important thing we do. So yes, our process is quite thorough—we take recruitment very seriously. At Sectra, we hire for attitude and ability, and train for skill. We look for people who share our values and our passion for medical IT and cybersecurity. People who are smart, driven and able to learn new things fast. We look for people who we and our customers will enjoy working with. That doesn’t mean we want you to be exactly like us. We strongly believe that different personalities, backgrounds, experiences and talents are important to keep us on the road to success.

Our hiring process in six steps
Our hiring process in six steps

Our customers perceive Sectra’s staff as having a unique combination of “knowledge and passion”. To live up to those expectations, we all need to have a high engagement level. Doing something that you love and are good at is an excellent starting point. Consider what your interests are, where your strengths lie and what you enjoy doing. We appreciate it if this is the focus of the personal letter submitted with your application. We recommend that you read about the different roles at Sectra before applying to make finding the perfect match easier for you.

During this part of the process, we might call you for a quick chat to ensure that your expectations of what the job entails in terms of responsibilities, travel requirements, job location, salary, benefits, etc. are a good match with ours.

Regardless of role, we look for smart people who are fast learners and have an ability to get things done. In this early stage of the recruitment process, we initiate an evaluation of these abilities by asking you to do two things:

All candidates perform five ability tests that evaluate their logic capabilities and ability to digest verbal and numerical information under time pressure.

We also ask for and look at your grades from both secondary school and university. Your grades don’t tell the full story about you and your abilities, but they are one of many ways for us to evaluate your ability to learn as well as be focused, motivated and work hard when needed. A solid university degree also gives you a foundation of knowledge on which you can continue to build—to do the job but also to take the next step.

The process might differ a little bit between roles, but you will typically have one to three interviews. Usually, you first meet the hiring manager. This interview focuses on getting to know you and understanding your strengths and abilities. If we already have a particular role in mind, we will focus on assessing how well your personal profile matches the critical abilities for that role. We also meet candidates without a clear role in mind and use this opportunity to match you to one or several of our roles based on your profile. If all goes well, we’ll invite you for a second interview and to meet members of the team. The second interview will be more role-specific. In this part of the process, it is also very common to perform role-related tests, for example a coding test for software developer roles.

Just as we want to get to know you, you should want to get to know us. Therefore, all interviews are important opportunities for you to assess us on a company, department and role level. Take this opportunity to ensure we are a good match and ask the questions you want answers to.

If we both want to move forward, we will agree on a preliminary offer. This offer will be turned into a contract after the final interview.

Sectra is a culture-driven company. Our success is tied to our employees’ ability to live up to our customers’ high expectations. They expect us to have “The knowledge to meet expectations. The passion to exceed them.” We don’t guide this behavior with rules or processes for every single situation. We guide it with our culture. Ensuring that each employee is a great cultural fit is critical. In fact, our CEO Torbjörn Kronander interviews all candidates in their final step of the hiring process. This interview doesn’t mainly focus on what’s needed for a specific role, but on the long-term fit with Sectra as an organization.

For some roles, especially within Sectra Communications, additional security clearance screening and interviews may be needed. If that’s they case, you will be informed in the beginning of the process. These steps then are taken after the CEO interview.

In this step, the preliminary offer is turned into a contract. A start date is agreed and a buddy is assigned who will help you during your onboarding. On our end, we are now starting to prepare for your first day at Sectra.