What it feels like to be treated as an equal in interviews?
The recruiter’s perspective: partnership and empathy
Aimen approaches recruitment as a partnership, working closely with hiring managers to define not just technical requirements, but also the human skills that align with Zühlke’s values. 'Collaboration is at the heart of our recruitment process. The hiring team works as true partners, aligning on expectations, evaluating candidates together, and discussing cultural fit. At Zühlke, decisions aren’t made in isolation. We believe in collective input and thoughtful discussions.'
Transparency is central to Aimen’s approach.
“We give feedback after every interview stage whenever possible, whether it’s constructive insights or next steps. We want every candidate to feel they’ve gained value from the experience, even if they don’t move forward. It’s part of how we show respect for the time and effort candidates invest in us.”
Aimen also emphasises the importance of clear communication and flexibility. "We maintain consistent, human communication. From the first conversation to the offer stage, I make sure candidates know what to expect, who they’ll meet next, and where they stand. We personalise our approach. It’s not just about filling a vacancy, it’s about creating a positive experience that reflects who we are as a company.'
The candidate’s journey: empowerment in every interaction
Liying’s journey began with a polite LinkedIn outreach and was shaped by positive reviews and respectful early conversations. 'Throughout the early discussions, the interview experience felt mutual and respectful, very different from many interviews in Singapore, where candidates often feel like they are the ones being selected. I felt valued from the beginning.'
Preparation was made easier by clear communication. 'Aimen explained the interview stages clearly, which helped me prepare for each round. For discussions about my experience, I revisited past projects and made sure I could articulate how they relate to the expectations of the role. For technical rounds, I focused on being able to explain my thinking, not just give an answer.' Support was evident throughout.
“She was extremely supportive. I had a last-minute one-week vacation planned, and many companies would have dropped my application. But she adjusted the timeline easily and kept everything moving smoothly. She responded to my questions promptly throughout the process. I felt fully supported from start to finish.”
Liying also appreciated the sense of mutual selection. 'My willingness to join increased gradually, like an upward line. I usually keep expectations low at the beginning due to uncertainties, but the more conversations I had, the more I felt Zühlke offered a respectful and professional approach. A key moment was my final conversation with my People Lead, Andrea. We talked about career development and future planning, and it made me feel excited about my potential here.'
Feedback and transparency
Both Aimen and Liying highlight feedback as a defining feature of Zühlke’s process. 'Immediate, transparent feedback after every round, respectful communication, a genuine sense of mutual selection. Interviewers framing the process as ‘learning from each other’ helped me relax, especially in the technical round. These points made the experience unique. I never had such feedback-oriented interviews before, and it helped me understand my strengths and weaknesses clearly.'
The instant feedback was especially impactful. 'The instant feedback during every interview round made the biggest difference. I didn’t have to sit and guess how I performed or wait for days. Interviewers shared both the strengths they saw and areas to improve. This made the process directional and motivating. I’ve never experienced this level of transparency at other companies.'
Culture reflected in every interaction
Our recruitment process mirrors our culture: collaborative, transparent, and human-centered. 'We focus on two-way conversations rather than one-way evaluations. We encourage curiosity, honest dialogue, and respect, whether with candidates or colleagues. We also make sure candidates get a genuine sense of Zühlke’s culture, how we empower people, value diversity, and support continuous learning,' says Aimen.
Liying adds, 'Everything, from documentation to administrative processes, is extremely well structured and organised. That helped me feel at home quickly. In previous companies, I often got lost because there were no reference materials. At Zühlke, there are clear documents and even news pages that guide new joiners.'
Lessons for future candidates
- Be authentic. Zühlke isn’t looking for perfection, but for people who are curious, open, and eager to grow.
- Prepare thoughtfully and understand yourself. Know how your experience connects to the company’s future projects.
- Embrace feedback as a tool for development. Use it to understand your strengths and areas for growth.
For Aimen and Liying, Zühlke’s recruitment process is defined by transparency, respect, and genuine partnership. Empowering ideas, at Zühlke, starts from the very first conversation. Their story shows that when candidates are empowered, they’re inspired to bring their best selves to work and to grow alongside the company.
Discover how Zühlke nurtures growth and belonging in the next story of our series.