A thoughtful process.
A decision grounded in evidence.
This is the shared framework for hiring at Zeal. The questions, exercises and conversations are tailored to the role and your experience. Candidates for the same role are assessed against consistent criteria, whether headhunted or applying independently.
Your application explains the steps relevant to your opportunity. You can save drafts and return, and request adjustments to the format so you can show your best work.
01 Your story
Tell us about your experience, the choices that shaped your career and what draws you to Zeal. Whether we approached you or you applied independently, we want to understand what you could contribute and what you want from your next role.
02 Explore the role
Answer questions relevant to the opportunity and your experience. Share concrete examples of how you solve problems, make decisions and work with others.
03 Introduce yourself
Share a Loom introduction explaining a decision you owned, what you learned and why you are interested in Zeal. You can request an alternative format. Our team reviews your application before inviting you to the next stage.
04 Show your approach
If invited, complete an exercise relevant to the role. Your brief will explain the scenario, what to submit and the criteria we will use to review your work. Explain your assumptions, decisions and how you checked the result.
05 Meet the team
Discuss your experience and work with the people you could collaborate with. Explore trade-offs, respond to new information and ask us questions about the role, team and company.
06 Working together & references
Explore ownership, communication, respectful disagreement and integrity. We contact references with your permission and will not contact your current employer without your explicit agreement.
07 Decision & offer
The hiring team reviews the evidence, resolves open questions and shares a decision. If there is a mutual fit, we discuss the offer and next steps with you directly.
What we look for
We look for evidence of how you think, work and collaborate. The emphasis and assessment criteria depend on the role.
Role-relevant expertise
The knowledge and skills needed for the opportunity, demonstrated through specific examples and relevant work.
Intellectual reasoning
Clear problem-solving, thoughtful questions, sound interpretation of evidence and decisions that acknowledge uncertainty.
Emotional intelligence
Self-awareness, openness to feedback, empathy and the ability to repair working relationships.
Social intelligence
Listening, understanding different perspectives, communicating clearly and disagreeing respectfully.
Execution & learning
Turning ideas into useful outcomes, checking the quality of your work and adapting when you learn something new.
Ownership & integrity
Honest commitments, accountability, follow-through and realistic alignment with Zeal.
How we review the evidence
- Limited evidence: important gaps, unsupported claims or an approach that does not address the problem.
- Developing: relevant examples, with gaps that need further exploration.
- Meets the bar: clear, specific evidence of the skills and judgement the role requires.
- Strong evidence: checks assumptions, anticipates challenges and adapts with clear reasoning.
A blank rating means “not yet assessed”. We assess your answers and work, rather than appearance or accent. People review the evidence and make every progression and hiring decision.