With the ongoing uncertainty in the world, one thing you can be certain of is that more companies are opening up to remote work. In fact, studies show that remote work can be more productive than going to the office daily.
To help you find your next remote gig, we lined up all the job offers that allow remote work, currently open for applications via the MeetFrank app. Check them out and apply! 🙌
Here’s how it works: Simply click on each role to open up the job offer. You can see all the details without having to log in anywhere. If you don’t have the MeetFrank app yet, you can download it, sign up, and see if your experience matches the expectations of the company. If yes, you’re all good to apply!
That’s how the job offers look like 😉
P.S. If you want to see ALL job offers in MeetFrank and filter them by locations and categories, you can do it here.
After COVID-19 hit, Bolt, a ride-hailing service provider and the 3rd fastest-growing company in Europe, found itself in a unique position.
While Bolt’s competitors like Lyft and Uber were laying off up to 30% of their workforce, Bolt raised €100M in funding.
Which left us all but wondering how the everyday work and life in the company feels these days. Are they getting more job applicants? Are they thinking about layoffs as well? How is the recruitment team spending their days? 👀 👀 👀
When I met with Nik, the Head of Talent at Bolt in the company’s kitchen for the first time after 3 months, I had SO many questions for him. So I figured that Nik would make for the perfect subject for the first interview in a series launching in MeetFrank blog.
He said YES! 😍
The interview
Thank you Nik for taking the time to answer!! In the past few months, there has been news about Bolt’s competitors laying off up to 30% of their team. How are things going at Bolt?
Things are great. We’ve managed to keep the whole team employed. Many companies were forced to lay off employees but we were lucky to avoid making such decisions. This is mainly due the way Bolt in being run – well-organised, cost efficient and financially strong.
Bolt just raised a €100M funding round. Are more people reaching out to you to get a job in the company?
Closing the funding round in such circumstances was pretty remarkable and it will definitely help us grow faster. And you’re right, my linkedin inbox is getting a bit out of control 🙂
However, I wouldn’t say that the number of job applications has dramatically increased after the funding round. There’s a moderate growth trend mainly due to our improved employer brand while there’s an overall decline in the job market.
As we mentioned earlier, a lot of tech companies have laid off some talented people in the past 3 months. Is Bolt trying to find and hire them?
Yes, we’re monitoring key talent from competition and hoping to hire some. To be honest, we’ve always done that.
How do you usually find the candidates to hire? Do you publish a job offer and just wait? What % of hired candidates has been sourced and headhunted?
Apart from traditional job postings we invest a lot of time and effort into headhunting, social media, referral programs, hiring events and innovative recruiting platforms.
Only 30% of hires come from active applicants, even less in tech jobs. This means that we have to go and find the talent ourselves. Waiting for job applications will not get us far.
Bolt has always praised itself for being the most efficient ride-hailing operator. Is hiring for such an efficient team different?
Bolt’s focus on efficiency can relate to each function inside the company, and recruiting is no different. We only hire when we need to.
Priority is to solve problems with the use of technology and automation, not by throwing more people at the problem.
Have you revised the hiring plans for 2020 and 2021 in light of the potential economic slowdown?
We did. On one hand, we expect to hire less than in previous years and be mindful about the potential consequences of the crisis. On the other hand, we’re launching so many new products with ambitious plans to expand to new territories which means we’ll still grow the team quite significantly.
During COVID19 outbreak, hiring was paused in nearly all companies. What did the Bolt recruitment team do to stay productive? Did you have a chance to work on some things that you’d been planning to but never had the time for?
That’s true, we’ve also been postponing some hiring which is now fully back on track.
During the down time we were focused on improving the systems, testing new tools and upgrading our own skills in online training and hackathons. In other words – sharpening our knives.
I happened to check out your LinkedIn profile and would say it’s the perfect example of a well-curated and informative profile.What are your top 3 suggestions to people looking to improve their LinkedIn profile to have higher chances to be found and hired?
Keep in short and precise – only write the things that matter, the achievements that count. I like straight-to-the-point linkedin profiles just as much as I like 1-pager CV’s. Nobody enjoys scrolling through essays of text.
Show some personality. We’re not hiring robots (yet), we’re building people teams. We’re looking for team members who will bring something new, not just “fit”in our culture but rather add to it. Whether it’s a fun fact, unique skill, impressive achievement or simply the way you describe your journey so far, be yourself and avoid the buzzwords.
Set your goals. Think about who do you want to get noticed by? Which companies and which fields do you want to get into? Find the people who currently occupy those roles and look for patterns in their profiles. What is it that they have and you don’t? Once identified, you can get on the right track and obtain the missing experience, skill or qualification required to get where you want to.
What advice would you give to people looking to get hired in a fast-growing hot tech company like Bolt?
Reality is that working in fast-growing companies is hard, no matter which role or department it is. There’s always an enormous amount of work that needs to be done asap without sacrificing the quality. This often means long working hours and a fair amount of stress. Reward, however, is worth it with the amounts of learning and the quality of experience you’ll gather.
My advice at first would be to evaluate your real motivation because startups and high growth companies are not for everyone. If you still want to join – try to obtain the needed qualifications as soon as you can, pimp up your LinkedIn profile and start job hunting. There will be a lot of rejections, failed interviews and high competition but perseverance will always get you there.
How have you set up Bolt’s recruitment team? Are you assigning hiring jobs to the team based on region, specialty, seniority or something else?
The recruitment team is split into two parts: technical (product & engineering roles) and non-technical (operations, HQ, sales and support roles).
The rest is flexible as we don’t want the routine to take over. This means that each team member will work on a mix of senior and junior roles across a variety of locations. By doing that we’re always exploring new markets and meeting new people while sharing expertise inside the team.
Thanks for taking the time to chat with us! To end the interview, we’ve got 5 rapid-fire questions to you.
What’s your favourite question to ask at interviews?
Describe the achievement you’re most proud of.
What’s the biggest challenge when hiring people to Bolt?
Challenges vary per location and function. Talking about HQ, there’s a tiny local talent pool and a struggle to relocate the right people to Estonia. The increasing popularity of remote work will surely solve this soon.
What are your favourite recruitment tools and channels?
Linkedin recruiter, AmazingHiring, Mixmax and MeetFrank.
If you weren’t a recruiter, what would you do?
I’d be an unpopular singer or “the always injured” athlete.
Got any summer vacation plans?
Just Helsinki for shopping and Riga for partying. I’m also invited to a wedding in Bali but let’s see if the universe will make it happen, fingers crossed.
But there are also many companies that do not want to risk hiring additional full-time employees right now. Or that simply need project-based help urgently.
To bring together people looking for a job and companies in need of talent, we have launched three new job offer types:
Freelance part-time jobs
Freelance project-based jobs
Internships
We hope this will give greater flexibility to the companies searching for top talent, and will also help to bring more opportunities to the market.
Let’s take a closer look at each job offer type in the MeetFrank app. 👀
Introducing freelance part-time jobs
The part-time job offers are a good fit for companies looking to hire people at a lower weekly work volume than a full-time role.
For example, some companies might need a designer only 50-60h per month. The part-time jobs provide an opportunity to hire talent at an agreed-upon hourly contribution.
💎 We recommend to use a part-time job offer when:
You’re looking to hire someone at a lower schedule than full-time
You’re looking for a team member or a freelancer for long-term collaboration (6+ months)
You’re certain that you can provide a stable workflow to the person hired
Introducing freelance project-based jobs
The project-based jobs are suitable for companies looking to bring top talent into a specific limited-time project.
This could mean a 3-month software development project where you need extra hands, or a one-off consultation from someone highly experienced in their field.
By letting the job-seekers know that a job is project-based, businesses can attract top talent looking for a side gig.
You can get top talent not available via freelance job sites to join your projects. That sounds pretty cool, right?
💎We recommend to use the project-based job offer when:
You need extra workforce to a specific limited-time project (1-6 months)
You want to find a top-level expert to consult your company
You want to hire a contractor for a limited-time without any commitment
Introducing internships
The spring is here and so will soon be the summer. This means that many graduates and university students will be looking for internship opportunities. 👀👀👀
In today’s grim outlook, taking interns to your team might seem more difficult. But pause and think about how much you could help young talented people looking to take the first steps in their career.
We hope that many companies in the MeetFrank family will help the graduates by adding cool internship offers.
To add a job offer to the MeetFrank app, sign up here or visit the Employer Web if you’re already a user.
To help job-seekers around the globe to find a job during the difficult times, we are offering all new companies hiring with MeetFrank a free trial and we will extend it throughout the crisis.
❤️ Help us help the community by adding all your job offers to the MeetFrank app.
Bringing transparency to the job market is in MeetFrank’s DNA.
From salary statistics to job market reports, we’re looking to build the next-generation job market and improve the hiring process for both sides – the company and the applicant.
This time, we wanted to empower the companies hiring with MeetFrank, so that they can attract more top talent and have more visibility to what’s happening in the job market.
We are thrilled to present two new features now available to all companies hiring through the MeetFrank app: Job Offer Sharing and Activity Feed.
We see both of these features as a big step towards an open job market where talented people around the globe can have a complete overview of available career choices and are empowered to make most out of their professional life.
Up until now, all the job opening published in the MeetFrank app were only visible to the users that matched with the offer.
On one hand, this meant that companies only got top-matching applicants to their job openings. On the other hand, it made it impossible to share your cool job offers and MeetFrank company profiles outside of the app.
With the new Job Offer Sharing feature, companies can share their MeetFrank job offers publicly across the web.
Each shared job offer will have a beautiful landing page with your company information. You can share it on social media, via email, or any other way you like!
You can see an example of a shared MeetFrank job opening here.
But why would you prefer sharing the MeetFrank job offer link to job boards or your website? Here a few reasons:
1. MeetFrank shared job offers look beautiful and provide more context
In addition to explaining what the job offer is about, your publicly shared MeetFrank job offers will also include:
information about your company
good-looking visuals
your company’s social media profiles
If you have added office perks and media articles to your MeetFrank company profile, these will be visible as well.
So instead of a boring text-heavy job offer that most people dread reading, you’ll be sharing a highly engaging sales presentation of why someone should apply to the role you’re hiring for.
2. You only get relevant job applicants
To keep the relevance of job applicants on a high level, all the interested job-seekers will be matched with the job offer by MeetFrank’s matching algorithms. Hence the “Get the app” button on the public job offer page.
How to share your MeetFrank job offers
All the job offers that you publish on MeetFrank will have their own landing page.
To share your MeetFrank job openings publicly, simply:
Log in to your MeetFrank Employer account
Open the job offer you want to share
Scroll down until you find the sharing link
Share it with your audience
Tip: Make sure to fill in your company profile in MeetFrank, so that all your shared job offers will look just perfect.
You can update your company profile on your MeetFrank Employer account.
NEW Feature #2: Activity Feed for employers
There are only 8 work hours in a day, and nobody has the time to keep checking job boards and other companies’ career pages to know what’s happening in the job market.
But it would be so nice to know what are the hottest job offers in the market and who are other companies looking for.
This is why we built the MeetFrank Activity Feed – to give employers around the globe a birdseye view of the job market.
The MeetFrank Activity Feed will show you the latest updates in the MeetFrank job market: added job offers, applications, and much more. You can even zoom in and take a look at the job offers.
We are looking to add new information to the Activity Feed in the upcoming month. Right now, you can see the latest global job market updates in chronological order.
How to access the MeetFrank Activity Feed?
The Activity Feed will include all the job offers published on the MeetFrank platform.
To see the latest job market news:
Log in to your MeetFrank Employer account
Find the Insights tab in the left-hand menu
Browse the Activity Feed to get the latest updates
Easy a that!
Looking for TOP talent to your team?
It’s about time to get on board with the companies hiring through MeetFrank. There are now more than 300,000 job-seekers on the platform, waiting for a career change.
Find out more and sign up for a Company account here.
MeetFrank is a hiring platform that makes the recruitment process easier, faster and more fun. More than 5,000 companies across Europe are using MeetFrank to find top talent. There are more than 300,000 active job-seekers using the MeetFrank app.
If you have ever tried hiring a top-performing team member, you know it’s not that easy. 😖
You can publish a job offer and post it on a job board, and you may get around 5-10 applicants. But if you want to find the perfect hire, you will need 30+ candidates to choose from.
So what can you do to get more top job applicants?
No matter whether you have a huge HR & Recruitment department backing you up or not, there’s a lot you can do as the hiring manager.
How to find all the gems in the job market? – Image source
For the past 2 years, one of my key tasks as a team-lead has been to hire top talent. And as a marketer, I know a thing or two about human psychology, good copywriting, and getting the job offers in front of thousands of people. 👀
After hiring for 20+ roles, reviewing 200+ home assignments, and conducting 50+ interviews, here are my 10 suggestions: for writing the perfect job description, getting more people excited to join your company, and nailing down the perfect candidate.
Define who it is that you’re looking for
Write the perfect job description
Mention all the perks you can think of
Publish the job offer, duh…
Publish and share the job offer in 5+ other channels
Use social media ads to spread the word
Ask your community, team, and friends for referrals
Do outreach on LinkedIn
Test publishing multiple job offers
Make sure to give fast feedback to all applicants
Sounds fairly logical, right? 💁
Let’s take a closer look on how to nail down each of the above points so that you can 2x or even 5x the number of applicants to the open roles in your company.
1. Define who it is that you’re looking for
As you’re reading this article, you’re probably looking to start hiring FAST.
Sorry to start with the boring part, but going through this will help you get a lot more relevant job applicants.
Before you start to hire someone, it is critical that you know exactly what that person’s tasks will be, what skills they should have, and what type of personality is suitable for that role.
Map out these 4 key areas
Once you know the answer, it will be a lot easier to write a job offer with all the relevant information. You will also be able to create a better home task and a set of interview questions to assess the experience, skillset, and personality of your applicants.
Here’s a quick example. When hiring a Full-Stack marketer in MeetFrank, I wrote down the following:
Tasks they’ll be working on: Content writing for blog & emails, blog SEO, email automation, evaluating the marketing KPIs and suggesting ideas for growing results, website landing page management
Skillset needed for the job: Excellent English copywriting, knowhow of B2B marketing tactics and email marketing, SEO and website conversion optimization
Experience & seniority: At least 2 years of experience in digital B2B marketing + experience with email automation
Personality traits: Proactive, creative, problem-solver, curious to test new things, straightforward and no-fuzz, getting-things-done attitude
2. Write the perfect job description
Let’s start with a quick hack: Many times I was going to write a job description, I browsed similar openings on global job boards. 🤭It is sometimes crazy helpful.
This is especially helpful if you’re hiring for high-level roles or are not quite sure what to write to the job opening.
Say you’re looking for a Senior Mobile Developer. You can check out Indeed.com and the job openings for that role.
Browse other companies’ job openings
You can check out around 5-10 job openings and copy-paste the most useful ideas to your job offer template.
Example of a job offer you could “steal” the ideas from
Now that you have some ideas, you’ll be confronted with one of the key questions in every hiring process:
How to write a job offer that makes people excited about the role?
From a psychological standpoint, the most important thing for a person reading a job opening are these three questions:
Is this job opening relevant for me?
Would it be exciting to work in this role?
Am I qualified to apply for the job?
I kind of even like the character limit in MeetFrank’s hiring product. It makes you focus on the key things (notice that the job offer also answers to the above questions):
Who are you looking for?
What would the person be doing?
What skills and experience are needed?
Our job offer in MeetFrank
The good part about hiring with MeetFrank was that every time a person gets a job offer, they can also see a lot of extra information about the company, making them more excited to join.
Company profile in the MeetFrank app
If you’re publishing a job opening on your website or job board, you can add a brief company introduction to the top of the job offer. Here’s an example from the Airbnb careers page:
Don’t forget to write about your company – Image source
Based on the above best practices, you should be able to write much stronger job offers that attract top talent.
There’s one more thing you can do to get another 20%-30% of the readers interested in applying… Write about the perks of working in your company.
3. Mention all the perks you can think of
It is always a good idea to list all the employee perks in your company.
Although let’s be honest about it: the top-performers are not joining your company for nice-to-have perks. Above all, they will join because of the company’s mission, personal growth potential, and a great team.
However, adding the perks to the end of your job openings doesn’t hurt.
Here are a few ideas:
The number of paid vacation days
Company get-aways & summits
Healthy food and snacks
Great office location
Pingpong table and other games
Paid conferences & work travel
Parental and family leave
Healthcare benefits
Paid gym membership
Perks on Airbnb’s careers site
There is one more thing that’s becoming increasingly important to top talent: the opportunity for flexible work.
31% of job offers mention flexible work options – Image source
In the roles that are harder to fill in, companies are also allowing remote work.
According to another LinkedIn report, candidates don’t apply immediately after hearing about a job. Before applying, 59% look up the company’s website, 66% percent want to know about your company’s mission and values, 54% about perks and benefits, and 50% about the mission statement. Try to mention all of the above in the job opening or on your company’s careers site if you have one.
4. Publish the job offer, duh…
I’m not going to stop a lot on this point of the article.
However, it’s the next logical step in your hiring process to publish the job offer on your website.
You can later share the link to the published job offer in other channels as well.
5. Publish and share the job offer in 5+ other channels
Most people hiring will publish a job opening on their website and maybe also on the local job board.
And that’s it.
Then they will sit back and wait for the applicants to send over their resumes… 🙄
That’s why most companies fail to attract top talent.
Waiting for those applicants to come in – Image source
If you really want to reach the top talent, you can be sure that they are not lurking around in the job market. Because they are already happily hired.
So you need to work harder to make sure the best people will see your job offer.
Here are 5 ideas for increasing the visibility of your job openings:
Publish your job opening on LinkedIn.
Publish your job opening on your company’s Facebook, Twitter, and Instagram profiles.
Reach out to universities, so they’ll include your job offer in student newsletters.
Publish your job openings in relevant social media groups, both on Facebook and LinkedIn
Publish your job opening on MeetFrank to reach 200,000+ passive job-seekers across Europe. #shamelesspromo
6. Use social media ads to spread the word
The nice thing about being a marketer is that I’m able to promote all the roles I’m hiring for.
Although we haven’t gotten that many good candidates from Facebook ads (more from headhunting and networking), I would still suggest testing it out.
Here’s an example of a hiring ad we recently did with MeetFrank.
MeetFrank hiring ad on Facebook
A good Facebook hiring ad should have minimal copy, but explain what the role is about and what’s the expected skillset.
Facebook allows you to target people based on their interests, so it’s quite easy to reach the right people.
You can target people based on their interests
Not sure which budget to use? You can set your ad to run for 7 days and use a budget of €100-€500 to see how many applicants you’ll get.
7. Ask your community, team, and friends for referrals
Whenever I am hiring, I also post about it to my personal LinkedIn profile.
Share the job opening with your LinkedIn network as well as other people you know in the industry. 🚀
For example, If I’m looking for a marketer, I also write to my colleagues and friends working in the field, asking them to share the job offer with their networks + recommend good people to reach out to.
Share the job offer with your LinkedIn network
I also like to post about the job openings to different Facebook groups for marketers. There are also online communities such as GitHub for developers where you can share the job offers.
Also, don’t forget to use the help of the team you already have.
You can even set up a company-wide referral bonus 💰, so that people are motivated to share the job offers with their friends and get them to join your team.
8. Do outreach on LinkedIn
Say you have a few good applicants, but you want MORE. 🔥
Doing some headhunting on LinkedIn is a good way to make sure the top people in the market are aware of your job offer.
You don’t even need a paid LinkedIn Premium account to do the outreach. Simply go to LinkedIn, check out the people in top companies in your market and the relevant people working there, and shoot them a message.
I usually send 20+ LinkedIn outreach letters per job opening.
Here’s an example of an outreach email: Keep it straightforward and informative + leave the option to ask some extra questions.
You can also keep it shorter on the first go, and send over additional information once the candidate has replied that they’re interested in hearing more.
Based on my personal experience, doing outreach on LinkedIn and inviting people to join your team feels a lot more personal than seeing a job ad.
9. Test publishing multiple job offers
Another hack for getting more job applicants is to publish multiple job offers with different titles.
You can create two near-identical job openings with different titles, and they will both attract varying candidates.
Around 60% of the applicants for both jobs will most likely duplicate each other, but the remaining 30-40% will be the extra people you managed to bring to your hiring funnel.
For example, if I’m hiring a marketer to MeetFrank, I could publish 2 job openings, one for Content Marketer role and another for Full-stack Marketer role.
10. Make sure to give fast feedback to all applicants
Reputation is everything, especially on the tech job market where top experts know other top experts, and bad recruitment experiences can be shared on GlassDoor.
A lot of job applicants will look up your company on GlassDoor or ask their friends for feedback. If you have a lot of negative reviews, less people will be interested in applying.
People will check out your company reviews
The least you can do as a recruiter or hiring manager is to give timely feedback to all applicants, even the ones that you’re not planning to hire.
If you need a more pragmatic reason for replying to your job applicants than just being a good human being, consider that you may want to hire some of them in the future.
Simply take 1 minute to copy-paste a polite rejection letter or send your applicants information about the next steps.
The best practice is to reply to candidates and their latest feedback at least every 72 hours. Even better if you can do it every 24h.
💎 By being responsive, friendly, and open with your applicants right from the start, you will create a positive feeling towards the company overall. This means a higher likelihood of people completing the home tasks, coming to interviews, and accepting your offer later on.
And that’s it! Test out the above best practices to get more applicants to any role you’re hiring for. Also, you can follow us on Instagram for more cool tips on hiring. 🙃
How have you set up Bolt’s recruitment team? Are you assigning hiring jobs to the team based on region, specialty, seniority or something else?
