Our Recruiter Eliška Moravcová on Hiring, Culture Fit, and What Makes Great Candidates Stand Out
Eliška is one of the first people candidates meet at the beginning of their journey with Kentico. Alongside managing HR operations across our international offices, she oversees the entire recruitment process and plays an important role in shaping our employer brand and culture. In this interview, we talked about what hiring at Kentico really looks like, why culture fit matters, how AI is influencing recruitment, and what kind of people thrive in our teams. Eliška also shares her own journey into recruitment and practical advice for candidates interested in joining Kentico.
The Road to Recruitment.
What was your journey to recruitment like?
My journey to recruitment was actually quite unexpected. At university I studied something completely different, but I got an opportunity to start working in the office at Kentico. From the beginning, I knew I wanted to grow professionally, and I also really enjoyed working with people. So when there was a need for me to take over additional responsibilities, I saw it as a challenge and a great opportunity to move forward. That’s how I gradually got into recruitment and realized it’s something I genuinely enjoy.
Eli, you manage the Kentico recruitment process from posting a job ad, all the way to welcoming a new colleague. What kind of candidates are we typically looking for?
At Kentico, we’re looking for more than just strong technical skills. The ideal candidate is someone who combines expertise with curiosity, ownership, and a willingness to collaborate. We evaluate candidates from several angles, but the three most important areas are technical skillset, cultural and team fit, and increasingly also AI fluency meaning the ability to use modern AI tools effectively and thoughtfully in everyday work.
How would you describe the current job market, especially in tech?
The tech market is still very dynamic. Compared to previous years, candidates are more careful when changing jobs, and at the same time companies are more selective about who they hire. We also see increasing expectations around adaptability, communication, and the ability to learn quickly not just pure technical expertise.
Personally, I often compare recruitment to running. Earlier in my sports career, I was a sprinter and recruitment can sometimes feel exactly like that, especially when you need to move fast and react quickly during the hiring process. But over the years I transitioned into running half marathons and marathons, and I think experienced recruiters need a very similar mindset. Recruitment is not only about speed, but mainly about making thoughtful long-term decisions, because every hire can influence the company, the team, and the culture for years to come.
What trends do you currently see with AI in recruitment?
AI is becoming a natural part of recruitment on both sides. Recruiters use AI to streamline repetitive tasks, improve sourcing, or speed up communication, while candidates use it to prepare for interviews, improve CVs, or practice technical tasks. At Kentico, we see AI as a helpful tool, but authenticity and critical thinking still matter the most.
A Recruiter's Perspective: The Hiring Process.
What is the manager's role in the hiring process?
Hiring managers play a key role in the process. Recruiters help drive the hiring journey, but managers bring the deep understanding of the team, technical expectations, and day-to-day collaboration. The best hiring decisions happen when recruiters and hiring managers work closely together as partners.
Once a candidate accepts the offer, what happens next?
That’s where onboarding starts. We try to make the transition as smooth as possible from communication before the first day to structured onboarding plans and introductions to the team. The goal is for new colleagues to feel welcomed, supported, and set up for success from day one. Since the beginning of the year, we’ve successfully completed nine onboardings, and the feedback has been very positive. The hiring process received an average rating of 4.8 out of 5, while onboarding was rated 4.7 out of 5.
Which part of the hiring process is your favorite and why?
Probably the moment when everything clicks when you meet a candidate who is not only technically strong but also feels like a great fit for the team and company culture. And of course, seeing someone accept the offer and successfully join the team is always rewarding. A great example is Alexandros, who joined us as AI Enablement Advocate. It was a strong match from the start, and it’s been exciting to see him lead AI initiatives across our R&D teams.
Finding the Right Fit.
Kentico, like many other companies, is built on specific values. How do these values show up in our functioning?
One of the things I appreciate most about Kentico is the culture of ownership and continuous growth. People are given space to make decisions, learn from them, and keep improving. At the same time, collaboration across teams is something truly special here there’s a strong community of professionals who support each other and share knowledge openly.
Culture fit is an important part of hiring. How would you describe Kentico's culture, and how do you assess whether a candidate is a good fit?
Kentico has a very collaborative and ownership-driven culture. People here are trusted to make decisions, take responsibility, and continuously grow. During interviews, we focus a lot on communication style, mindset, teamwork, and openness to feedback. We’re looking for people who not only perform well individually, but who also contribute positively to the team around them. I think our culture is reflected even outside of work itself. We have activities like the Kentico Run Club, where people from different teams can connect, push themselves outside their comfort zone, or just enjoy switching off for a while during a run.
Do you have any tips for candidates interested in joining Kentico?
Prepare well for the interview and take time to understand what Kentico does, our product, and the way we work. It’s helpful when candidates know not only the role, they’re applying for, but also how it connects to the bigger picture and our company direction. But we also want to get to know the real person behind the CV. Curiosity, openness, and willingness to learn can often make a bigger difference than trying to give the “perfect” answer.
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