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Sectra’s recruitment process

Sectra’s hiring process reflects our values and culture.

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We hire for attitude and ability — train for skill.

Finding and attracting the right individuals is the most important thing we do. Our recruitment process is designed around understanding the potential and passion within each candidate and promoting fair, unbiased hiring.  

Why we use tests in our process

We use tests to help us identify potential for long-term success and as a way to reduce bias in the hiring process. The tests give a comprehensive assessment of important attitudes and abilities required at work, well backed up by available research, and are less prone to biased and stereotypical judgment compared to other recruitment methods.

  • We evaluate general logic ability and personality early in the recruitment process. We use the same tests for all roles, but expectations may vary.
  • We use a personality test from AlvaLabs and general logic ability tests from Aon Assessment.
  • In some roles we also use role-related tests such as a coding test for software developers.
Torbjörn Kronander, President and CEO, Sectra AB

"What more important thing could I be doing?"

In a culture-driven company like Sectra, attracting and recruiting the right people is extremely important, and our recruitment process reflects that. In addition to interviews with managers and experts, every candidate meets with our CEO, Torbjörn Kronander, in the final stage of the hiring process. 

“Sometimes people ask me why I interview every single person that we recruit at Sectra. Some people say it’s nuts. To me, however, it makes perfect sense. What more important thing could I be doing? What is more important than bringing the right people onboard? Nothing!” 

How we interview

Interviews at Sectra typically focus on the strengths, abilities and other requirements mentioned in the job ad. During the interview you can expect:

  • To be asked about situations where you have had a chance to show important abilities.
  • To reflect on what happened in the situation you describe, why it happened, your role etc.
  • Us to want to get to know you rather than only focus on what you have done or already know.
  • A skills deep-dive if that’s required for the role you’ve applied for.

It's your interview too

Just as we want to get to know you, we encourage you to do the same. Every interview is a chance to assess Sectra—the role, department, career opportunities as well as the company at large. Our recommendation is that you prepare the questions that matter most for you. A few examples:

  • Do you have a clear view of the role you’re applying for?
  • What’s important for you to thrive, and can we offer that?
  • Learning opportunities, benefits, career paths?

How we interview

Interviews at Sectra typically focus on the strengths, abilities and other requirements mentioned in the job ad. During the interview you can expect:

  • To be asked about situations where you have had a chance to show important abilities.
  • To reflect on what happened in the situation you describe, why it happened, your role etc.
  • Us to want to get to know you rather than only focus on what you have done or already know.
  • A skills deep-dive if that’s required for the role you’ve applied for.

It's your interview too

Just as we want to get to know you, we encourage you to do the same. Every interview is a chance to assess Sectra—the role, department, career opportunities as well as the company at large. Our recommendation is that you prepare the questions that matter most for you. A few examples:

  • Do you have a clear view of the role you’re applying for?
  • What’s important for you to thrive, and can we offer that?
  • Learning opportunities, benefits, career paths?
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