We started with both passive and active sourcing via job ads and LinkedIn. Thanks to that we found 88 candidates. We sent a short video to every one of them in which we gave an overview of the client’s company. After that, we scheduled a quick, 15-minute call with every candidate to check their English skills. It helped us to filter out applicants who had difficulties in communicating. The rest received an Angular 6 technical assignment prepared by us specifically for this position. The assignment was designed to take from 3 to 5 hours. We scheduled proper interviews on the call with candidates who managed to pass our test with a satisfying result (the best applicant obtained 91%). During this interview we reviewed their test, and also asked questions about their experience, remote work abilities, hobbies, and goals. After that stage, we selected 3 of the best candidates and presented them to the client. After a month from the beginning of sourcing, the final decision was made - and the developer joined the eVici team from Sept 1st on a part-time basis.