Interviews can be nerve-wracking, we know. We have all sat on your side of the table. So rather than leave you guessing, we have put together this guide to explain how our process works, what we are looking for at each stage and how you can give yourself the best chance of showing us the real you.

One thing before we start: we hire for culture add, not culture fit. We are not looking for people who mirror what we already have. We want people who bring something new, whether that is a perspective, a skill, an experience or a way of thinking, so our culture keeps growing and developing. If you have ever felt you had to flatten out the interesting parts of yourself to get through an interview, please don’t do that here.

Our process at a glance

1. First screen with our Chief People Officer
2. Interview with your Hiring Manager
3. Task stage
4. Exec interview

Please note, this process might differ for more senior or specialist roles, and most candidates complete the full process within a few weeks.

One thing we want to be upfront about: our People function is a team of one, our Chief People Officer, who runs every process personally. You will always receive feedback after an interview, but it can take up to a week to reach you. That is deliberate. We would rather give you detailed, useful feedback you can actually act on than a quick templated response, so please don’t read anything into the wait.

A note on AI, because it matters here

Legatics is an AI-native company. That is not a tagline for us; it shapes how every team works, not just engineering. Our people use AI every day, including Claude, Claude skills and Claude Code, while our engineering team also works with TechOS, our internal AI-native operating system, to deliver more and to deliver it faster. AI handles much of the execution so that our people can focus on judgement, creativity and the work that genuinely needs a human. Whatever role you join, we will expect you to be curious about AI, willing to learn and open to building it into how you work. You don’t need to be an expert on day one; a genuine interest and a track record of experimenting go a long way.

That applies to the interview process too. We are completely comfortable with you using AI to prepare for interviews or to support you during the task stage. In fact, how you use it tells us something useful about how you would work here. The one thing we ask is balance. We are hiring a person, not a prompt, so make sure your own thinking, personality and judgement come through. If every answer sounds like it was generated for you, neither of us learns whether this is the right move, and that is a decision worth getting right.

Stage 1: first screen with our Chief People Officer

This is an initial conversation to get to know each other. We will tell you more about Legatics and what we are building, and we will want to understand:

• Your fit for the role and what you would bring to it
• How you align with our principles, which shape how we work day to day
• Your interest in AI, including how you are already using it in your work or life. We are building an AI-native company, so genuine curiosity here matters to us
• Why Legatics specifically. We would love to see that you have done some research and can tell us why this opportunity appeals, not just any opportunity
• What you would add to our culture

You don’t need polished answers. Honest, thoughtful ones are far more useful to us.

Stage 2: interview with the Hiring Manager

This stage goes deeper into the role itself. The Hiring Manager will assess your experience and skills against what the role needs, and in return they will give you:

• More detail about the specifics of the role and what success looks like
• Insight into how you could progress at Legatics

Come with questions. This is your best opportunity to pressure-test whether the role is right for you, and we would much rather you ask the awkward questions now than six months in (we welcome questions at any stage!).

Stage 3: task stage

Depending on the role, this stage takes place either in person at our office or online, usually with the Hiring Manager and another member of the team.

A few things to know:

• We keep tasks deliberately short. We know you are likely juggling this process alongside a full-time job, and we don’t believe in asking for days of free work
• We are far more interested in your attitude, approach and mindset than in whether you get everything “right.” How you think through a problem tells us more than a perfect answer
• Using AI on the task is welcome. If you do, be ready to talk us through how you used it, for example which tools you chose and the prompts you wrote. How you work with AI is part of how you would work here, so this is a chance to show us your approach, not something to hide
• If something is unclear, ask. Asking good questions is part of doing the job well, so it counts in your favour, not against you

Stage 4: exec interview

Your final stage is with a member of our Management Team. This conversation is about:

• Confirming alignment with our principles
• Understanding your interest in joining Legatics
• Giving you insight into where Legatics is heading and the part you could play in that
• Answering any final questions you have

By this point we already believe you can do the role. This stage is as much about making sure Legatics is right for you as it is the other way around.

Practical tips

Do your research. Understand what Legatics does, who we work with and what problems we solve. You don’t need to be a legal transactions expert, but showing you have engaged with what we do goes a long way.

Prepare questions for every stage. Think about what genuinely matters to you in your next role, whether that is ownership, flexibility, progression or how we use AI, and ask us to show you how we live it. If our answers don’t convince you, that is useful information too.

Be honest about what you don’t know. If you don’t understand a question, say so and we will rephrase it. Pretending to know something rarely ends well, and honesty is something we value highly.

Tell us how you actually work. In questions about how you would handle a situation, give us your real answer, not the one you think we want. We are trying to work out whether we will bring out the best in each other, and that only works if we both play it straight.

Be yourself. We mean it. We want to hire the person who turns up on day one, not an interview persona. The things that make you different are often exactly what we are hoping you will add.

What happens next

If you have applied for a role with us, our team will be in touch to arrange your first screen. If you have questions at any point in the process, just ask. We will always give you an honest answer.

We are looking forward to meeting you.