Iskustva i komentari zaposlenih

As FishingBooker emphasizes transparency as one of its core values, I would like to offer equally transparent and honest feedback regarding my experience in your hiring process. After submitting two voice recordings and my CV, I was invited to the Open Day (second round), which lasted an entire working day and was conducted fully in English. This required me to take a day off work and invest a significant amount of personal time and effort. A few days later, I was informed that I had successfully progressed to the final, third round – the Cultural Fit interview – again conducted entirely in English. During this final interview, I was asked whether I would mind working on adopting a more American accent, as I was told that “our captains communicate better with support agents who have an American accent.” I clearly stated that I was open to improvement and willing to work on it. Despite completing all three stages and expressing flexibility, I was later informed that the owner was consulted about the possibility of an accent-related course and declined, stating that people are needed immediately. This effectively ended my candidacy. I find this outcome highly problematic. Rejecting a qualified candidate after multiple interview rounds — based not on English proficiency, clarity of communication, or professional competence, but on the absence of a native American accent — is, at the very least, discriminatory and deeply unprofessional. Throughout my international career, English proficiency and effective communication were always the standard; never once was a native American accent a requirement. This has not been an expectation in any serious international company I have worked for. FishingBooker often positions itself as the “Booking.com of fishing.” However, with hiring practices such as these, that comparison is difficult to justify. Global companies value diversity, competence, and inclusive communication — not accent-based filtering that borders on linguistic and cultural bias. This approach does not encourage qualified and experienced candidates to apply. On the contrary, it discourages them, as the process requires a substantial investment of time while offering little transparency about non-negotiable criteria that ultimately disqualify them. Candidates who are otherwise highly suitable may never be selected simply because they do not “sound American enough.” If a native American accent is, in fact, a strict requirement, it raises a valid question: why not hire Americans directly? Instead, local candidates are held to an arbitrary standard, while being offered compensation that would hardly attract U.S.-based professionals. I am sharing this feedback not out of bitterness, but out of respect for the value you publicly promote — transparency — and out of genuine concern for the candidate experience and your employer brand. I sincerely hope this feedback will be taken seriously and used to reflect on and improve your hiring practices going forward.

Postoje 2 kruga selekcije sa trecim "upoznavanjem" sto kod drugih kompanija dodje na netehnicki intervju. Mada ako prodjete na treci krug trebalo bi da je to to i da dobijete ponudu. Prvi krug je bio HR intervju tipican kao i kod drugih kompanija. Drugi krug je bio tehnicki intervju i posto je intervju za juniorsku poziciju nije nista preterano bilo tesko, osnovne stvari iz Machine Learning-a, sa malim fokusom na NLP, i agente.

Stize mi email na linkedin, ali onaj genericni na koji ne mozes da odgovoris: Looking for better opportunities as a developer? More than 5000+ developers from 120 countries trust Proxify to find dream remote opportunities. Proxify provides a seamless and reliable way for developers to secure better-paying remote jobs. Join the most developer-friendly network today and work with top clients in the USA & EU. Interested? It only takes a few seconds to complete your application. Ja apliciram, hr intrevju zakazu 10 dana nakon moje aplikacije. HR me pitao neka pitanja tipa kako se borim sa klijentom, da li sam radio te i te tehnoloije...etc. Posle 2 dana mi javljaju kao ipak ne nastavljamo dalje proces? Razlog, nepoznat. Strogo ne preporucujem, bas strogo. Ne znaju uopste kakav im je model rada, ni satnicu ni platu. Takodje prikupljaju masu developera a projekte nemaju, pa ono nek baza stoji tu pa mi kad nadjemo kontaktiracemo neke..

• Da li sam bio izlozen klijentskim sastancima?

Intervju sa HR-om. Može da se uradi online i na licu mesta. Drugi krug se takođe radi na licu mesta sa QA timom. Razgovor o prethodnom radnom iskustvu, očekivanjima za platu, informacija o kompaniji, razgovor na engleskom jeziku. Ugovor je na tri meseca, pa opet tri meseca i ona šest meseci. Benefit je FitPass koji se pauzira ukoliko se ne koristi redovno. Radi se isključivo u kancelariji. Ostali benefiti se dobijaju tek nakon godinu dana. Javili su da neće biti drugog kruga. Svakako nisam baš bio oduštevljen kada sam čuo da kompanija tako secka ugovor. Ozbiljne kompanije daju ugovor na šest meseci probno, a onda na neodređeno. Sve ostalo je mučenje i gubljenje vremena. Nisam pozvan na tehnički intervju.

Dugacak, konfuzan HR koji je direktno uticao na ishod jer je poslao pogresnu pozivnicu za naredni krug razgovora sa pogresnom osobom za skroz drugu poziciju da nije ni javio za propust. Nakon prvog HR razgovora i uspesno uradjenog tehnickog intervjua cekao sam odgovor za sledeci krug da bi nakon nekih 7 dana stigla pozivnica za razgovor . Obzirom da sam bio u procesu selekcije i da je mejl stigao za novi intervju logicno sam zakljucio da sam prosao dalje (u mejlu je bio datum, ime osobe za razgovor i vreme). Medjutim kada sam dosao na taj razgovor ispostavilo se da je on bio za sasvim drugu poziciju u drugom timu a da me niko nije obavestio da je doslo do zabune, u mejlu nije nista pisalo! Nakon sto sam pozvao HR onako mi je usput receno da je eto outsorce softver napravio verovatno gresku a ja sam ni kriv ni duzan ispao neozbiljan zbog greske HR koji mi ni izvininjenje za svoj propust nisu uputili. Inace tehnicki intervju je bio donekle konfuzan jer je menadzer zurio na drugi sastanak i nije ni dao neke informacije za dalje, na moje pitanje je samo rekla da ce me Hr kontaktirati i to je to. Neorganizovano, cekanje na menadzere nedeljama za razgovor i i feedback, steta za tako dobru kompaniju da imaju los Hr i konfuziju u procesu selekcije.

HR Interview: The HR round was pretty standard, nothing out of the ordinary. One thing worth mentioning is that they promised feedback the same day but didn't actually provide it until almost a week later. Technical Interview: The technical stage consists of two interviews. The first is mostly conversational, discussing your experience, what you've worked on, and some general questions. The second is a mix of "what would this code print" questions and an algorithm task. The questions are fairly straightforward, the algorithm was an easy-level LeetCode problem (valid parentheses, stack-based solution). My issue here is that, unlike the previous two rounds where I received delayed responses, after this stage I didn't get any response at all, which is extremely unprofessional. I didn't bother following up since I was fortunate enough to find a better opportunity anyway, but not everyone is in that position. Ghosting candidates after they've invested time in multiple rounds is disrespectful.