【Company】

・With the creation of places for people to interact with each other, and the fusion of education and technology, We aim to realize a prosperous, dream-inspiring, and sustainable global society.
・Business: Development of a virtual online school platform utilizing the metaverse

This time, we asked a CTO who is developing in the field of education tech about his experience working with Russian nationality engineers.
Interviewed by: Mr. Imai, CTO

【Candidate who joined project】

・Position: Full Stack Engineer
・Nationality: Russian
・Development languages/frameworks: Front-end: Svelte, Vue, Back-end: PHP, Node

Q：As CTO, please tell us about the challenges of your engineering team and the background of your hiring.

The original engineering members were mainly outsourced, part time, and subcontracted, and I was almost the only one running the full stack as a full time engineer.
Therefore, we were short of staff and urgently needed to hire a development team member.
Although we were recruiting in-house, there was a mismatch in terms of skills, and it was difficult to hire.
I can speak English, so I wanted to hire someone who could speak both Japanese and foreign nationalities and join the team immediately, regardless of Japanese language skills, as long as they met the skill requirements.
IT JOBs in Japan recommended four full-stack member-class candidates, and we hired one of them.
We were able to make the hiring decision in just one week.

Q: It has actually been about three months since you joined the company.

We hired Alexander, and it was a very good match!
His skills are perfect, and our work styles and ways of thinking are pretty much in sync, so we are both very excited to be working with him.
I can leave him to do some of the work remotely and he fills in where he needs to and moves the project forward, saving me from having to explain everything to him.
It's helpful to have someone who has experience working in a large team and also has experience working with a small team to complete a project, where I can clearly state the goal and they can improvise and work out the process.
Thank you so much.

Q: Are there any points for improvement in recruitment?

In particular, regarding the resumes of job seekers, they all write a lot about the languages they can handle, but I think it would be faster if they could focus on five or so languages or frameworks that they are really good at.
If we look at his background in detail, we can see that he writes in this way and in this way at this time. I thought it would be easier if I could read it more quickly.
When Alexander started helping us this time, the current system was written in PHP, so he first tried to keep the PHP part of the system, but he gave up early and switched to Node because he was not used to it and it was not fast enough.
In our case, the team was still small and we thought it would be best to have Alexander do it the fastest way possible, so we had no problem switching.
However, in the future, we are planning to dig a little deeper into the skills by first conducting a technical test, etc., so that we can judge during the hiring interview phase.
However, since they are highly skilled, they are able to catch up quickly, and they are working as an immediate asset to our company!
Thank you very much.