Pros: They offer a nice gesture by giving candidates €30 to donate to a charity of their choice. You also receive a free 1-year subscription to one of their AI-powered apps — either Splice (sound library) or Remini (photo enhancement) — which is a thoughtful and unique touch. The application process is well-structured and prompt in terms of scheduling and assistance. Cons: The recruitment process relies on logic-based cognitive assessments which are still not reflective of real-world skills or neurodiverse ways of thinking. For candidates with ADHD or other forms of neurodivergence, these tests can present an unfair barrier and fail to show their actual problem-solving ability or creativity. University transcripts are required early in the process, which feels outdated and exclusionary. Academic performance often doesn't represent a candidate’s potential, especially for those who struggled in rigid education systems not designed for neurodiverse learning styles. There seems to be an over-reliance on data and patterns from past hires, with little room for candidates who don’t fit a very specific mould. This can exclude people with unconventional but equally valid and valuable paths. Hiring requires acknowledging the complexity and nuance of human experience. This process doesn’t feel designed with that mindset. Advice to Management: Reconsider how you assess talent. Cognitive tests and transcripts are blunt tools that don’t reflect the full range of capabilities people bring . Build in alternative pathways, practical assessments, and more flexibility. If Bending Spoons wants to lead in innovation, start with your hiring process. It needs a process that respects different ways of thinking, learning, and working.