The Candidate Journey

Getting to know each other, one step at a time.

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Applying to a new place can be exciting, but also nerve-racking. Removing the mystery from the candidate’s journey can go a long way to make the process of getting to know each other predictable and more enjoyable. This article aims to give you, our potential new team member, a quick overview — a map of sorts —  to chart your candidacy journey.



The Journey 🗺️

Not all candidates go through the same journey, nor in the same order. Depending on the role, level of seniority, screening interview, and a variety of other factors, the journey may be short or quite long. If it’s the latter, we apologize in advance. Most will agree, it’s better to take our time and ensure there’s a fit than to jump into a new relationship in haste.

Good things take time
A-Players want to join A-Player Teams.


Questionnaire 📝

We appreciate that not everyone is great at interviews. Some of our most talented A-Players bombed their interviews. The questionnaire process provides you an opportunity to answer questions in a comfortable setting, at your leisure. You can write as little or as much, expressing yourself in your own unique way without the psychological or time pressure of a typical interview.


What candidates have said



Three Interviews ☕

☝️ Virtual Coffee Date (20-40 mins)
Think of this meeting as a quick coffee date. Our mutual goal is to look for fit and uncover potential deal-breakers.

✌️ Virtual Dinner Date (60-120 mins)
Getting serious about a commitment? This meeting allows us to dive deeper, asking important questions of each other pertaining to culture, fit, opportunies ahead, and more.

🤌 Meet the Family (30-60 mins)
Optional and reserved typically for senior roles, this is a reverse interview. You get to interview teammates, asking whatever is on your mind and in your heart. Teammates include a mix of veterans and newbies from different departments.



Test Projects 📄

Not all candidates go through a testing phase.

Test projects are…

  • a great way for us to assess your work quality.
  • a great way for you to assess if you’ll like the work.


You can do interviews, questionnaires, and assessments. What you’re really looking for is, can they do the job? The best thing you can do is take the person, and have them do the job for a couple days. You’d be surprised that people will come for a day, even a week, to do the job, regardless of how senior they are. That’s the best way for them to get a feel for the company.



Assessments 📊

There are a handful of assessments that have become tremendously impactful to our team’s winning strategy. There are no ‘bad’ or ‘wrong’ assessments. Our goal is to better understand your unique working style, approach, strengths and weaknesses. Only near the end of our journey, will we ask you to take part. (Usually, when we’re secretly excited to hire you.)

The four assessments include:

  • DiSC Personality Style
  • Kolbe-A Conative Score
  • Seligman Optimism Score
  • Critical Thinking Assessment


What team members have said



Duty To Thyself 🛡

It’s common for candidates to be excited and inspired at the potential of working at a new place. We’re guilty of being excited to have new team members join us! However, like all new relationships, our perceptions can be rosier than usual. This is dangerous for all parties. We aim not to be buzz-kills, only prudent in reminding both ourselves and candidates, that not all relationships are meant to be.

Sometimes it’s culture. Sometimes it’s the work. Whatever it is, it’s okay to walk away. It’s better to determine we’re not the right fit than to cross our fingers and hope for the best.

It is vitally important that you do your research, ask hard-hitting questions for our team, and aim to dive deep. Remember: you should be assessing us, just as much as we’re assessing you.

Get to know us better:



Working at PD

Some lovely things our team members have said about Pixel Dreams.


From our 2021 Culture Review


Interested in learning more about our PD culture?
Culture Review
Looking for an adventure?
Career’s page



Further Study

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Self-Managed People

Hiring Truly Gifted People

Organized Like a Start-up

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The Author

Pierre Monké
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