22.02.2025
Over the past two years, TINQIN has doubled the size of its team to 530 developers, QAs, DevOps engineers, and other IT professionals. This growth is the result of a strategic approach to talent acquisition, grounded in purpose, culture, and respect.
“We don’t just hire for skills. We hire for alignment, curiosity, and growth,” explains Julieta Zheleva, Talent Acquisition Team Lead, when talking to Dev.bg about the interview process.
In a market often flooded with low-quality CVs, TINQIN’s recruitment approach is designed to recognize the person behind the profile and to ensure a cultural match before anything else.
A Process Built Around People, Not Just Roles
At TINQIN, recruitment is more than a checklist of technical competencies. The first step is always a free-form conversation. The HR team aims to understand what motivates a candidate, where they want to grow, and how they see themselves in a team environment. Only after this mutual introduction does the process move to the technical stage.
The technical interview isn’t just about knowledge recall. Candidates are given practical cases based on fundamental tools and scenarios used by TINQIN’s engineering teams. For some roles, a second technical interview or a take-home task may follow.
“We want to see how someone thinks, how they approach problems—not just what they studied at university,” says Zheleva.
What Makes Candidates Stand Out
Candidates who make the strongest impression tend to demonstrate a few key qualities: authenticity, self-awareness, and curiosity. They’re the ones who ask thoughtful questions, listen actively, and show interest beyond the role, in the product, the team, and the broader company mission.
TINQIN is drawn to people who not only have the right skills, but the right mindset: individuals who take ownership, seek clarity, and think in systems, not silos.
Conversely, red flags include a lack of engagement, evasive answers, or signs of poor communication. “We don’t expect perfection,” notes Zheleva. “But we do value presence, respect, and a willingness to learn.”
Candidate-Centered Experience
The entire recruitment process is designed to be transparent, respectful, and flexible. Most interviews are conducted online to accommodate candidates’ preferences and schedules. However, in-person meetings at the Sofia or Varna offices are always available for those who prefer face-to-face interaction.
“We know that interviewing is a two-way street. Candidates are evaluating us just as much as we’re evaluating them,” says Zheleva. “That’s why transparency and accessibility are non-negotiable.”
Hiring for Culture, Not Conformity
TINQIN isn’t looking for a rigid cultural fit in the traditional sense. It’s looking for individuals who can bring their energy while embracing shared values such as trust, collaboration, and long-term thinking.
“We don’t hire to fill roles—we hire to build something together,” Zheleva adds. “Our people are what make our growth sustainable.”
Candidates are encouraged to come prepared, not just with knowledge about TINQIN’s work in insurance technology and digital trust, but with a genuine curiosity about the kind of culture they’re joining. TINQIN is recognized for its team-based success, open communication, and celebration of collective wins.
Why It Works
TINQIN’s ability to attract and retain talent at scale comes down to three things:
In a world where tech companies compete aggressively for the same talent, TINQIN stands out not just for what it builds, but for how it builds—with integrity, intention, and care.
