How we recruit in Thorizon
We are a small team, and each hiring decision has a direct impact on how we work together. This is why we take time to really understand each candidate, and why we also expect candidates to understand us. Every hiring decision is both a technical assessment and a relational commitment. We are a small organisation, and each person who joins us changes the way we think, decide, and work together. This creates responsibility on both sides. .
When we hear from you
It usually starts with a careful review of your CV. This is not automated. It is done by a human being, typically someone from HR together with the future line manager. We are trying to understand your trajectory, the choices you have made, and what seems to matter to you in the way you work..
If there is an initial alignment, we move to a first conversation with HR. This exchange is not a test. It is a moment to explore mutual expectations: what you are looking for, how you like to work, what matters to you in a team, and whether there is a shared sense of direction.
If this conversation confirms a potential fit, you are invited to meet both HR and the hiring manager in one or more interviews. These discussions go deeper into the role, the technical context, and the way we collaborate across disciplines.
When there is still mutual interest after these conversations, we ask candidates to work on a case study in their field of expertise.
Line manager interviews
If this conversation confirms a potential fit, you are invited to meet both HR and the hiring manager in one or more interviews. These discussions go deeper into the role, the technical context, and the way we collaborate across disciplines.
When there is still mutual interest after these conversations, we ask candidates to work on a case study in their field of expertise.
A case-study
The case study is a concrete working moment. It is an opportunity to show how you approach real problems in your field: how you structure thinking, how you make decisions with incomplete information, and how you communicate your reasoning.
We usually ask candidates to present their work in one of our offices. We believe that seeing each other in person adds a layer of reality that no video call can fully replace. It allows for more natural exchange, and it gives both sides a better sense of how it would feel to work together.
Only a limited number of candidates reach this stage, because it already reflects a strong level of alignment and potential fit. If, after this step, we still feel aligned, we move to a final conversation to discuss the offer and the conditions of collaboration.
Throughout this process, our intention is not to create distance or pressure, but clarity.
We are trying to make sure that when we decide to work together, it is because there is a shared understanding of what this work requires and a shared willingness to engage with it.