We’re a software company dedicated to revolutionizing car safety. By designing the complete software stack for autonomous driving and advanced driver-assistance systems, we’re fighting to end car accidents and make roads safe for everyone. Zenseact was founded by Volvo Cars, and the teams are based in Gothenburg, Sweden, and Shanghai, China.

We are grateful for your application, as it is the first step to match your expertise with one of our open roles. Together we make autonomous drive real, taking us TOWARDS ZERO FASTER.

As the first step of the recruitment process, the Hiring Manager will review your application and look at your resume, cover letter and other relevant information. We assess candidates on an ongoing basis and always strive to get back to you within two weeks of receiving your application.

For most of our roles, we ask you to do an aptitude and/or programming test in the primary language of the position, which takes around 20 and 30 minutes respectively. Whereas the aptitude test checks basic verbal, numerical, and logical understanding, the programming test gives a rough estimation of your programming skill for the specific language. Science tells us that these results give a good predictive first step for the ability to perform while also decreasing bias in our recruitment process.

As the next step the Hiring Manager will contact you to schedule an initial interview (between 30 - 60 minutes). The scope of the interview is to give you a better understanding of the role and to talk about your background, current job situation and to ask for some concrete examples of how your experience relates to the most important aspects of the job. In addition, we will also briefly touch upon your technical skills and salary expectations.

If the test(s) and/or first interview go well, we invite you to the next step. In any case, you will receive an answer about our decision. These initial steps give both you and us a sense of whether you may be a fit for the team and culture here at Zenseact.

If the first steps are successful, we sometimes ask you to do a home assignment to present at the next interview. Attending this interview is the hiring manager and possibly one or two team members. The purpose of the assignment is to deep-dive into your hard- and soft skills. This step also uncovers and solidifies our mutual expectations for the role.

If you reach the final stage, we ask you to do a personality questionnaire. This often leads to a behavioral interview, where we ask for specific examples of how you dealt with situations like those you will encounter in the position. The behavioral interview follows the STAR methodology, where we ask you to describe a specific and relevant Situation, Task, Action, and Result.

We look forward to getting to know you along our recruitment process and hope to welcome you to Zenseact!