4 ways to help you set an efficient employee benefits package

Benefits are a key element for compensation. The topic is becoming increasingly complex due to the rise of remote work and distributed teams in the market.

So how can we manage this?

Circular was founded two years ago. We are now consolidating the team and the time has come to work around benefits. One of our objectives during Q4 this year is to put together a benefits package for the team. We have been thinking a lot about perks, so we decided to share the main reflections on how to set a benefits package efficiently

1.Give better visibility and promote current benefits.

Circular already has benefits that we don’t promote. Yes, some of them don’t even imply a cost! During the recruitment process with Circular, we were saying that we are a small company and don’t have any benefits. We since realised that we do have benefits but we weren’t aware of them and as a result, we weren’t communicating them to candidates.

For example; being a fully remote company, allowing dogs in the HQ office, having flexible schedules or buying books for the team are perfect examples of perks that companies are offering to team members.

Godín enjoying office life in Madrid

2. Look inside, look around! 

Take into account the current conditions of the team, how can we improve their well being? Circular is a remote-first company. When having 1:1s with the team, we identified that spending all day long working in the apartment was hard for them. Either they wanted to work out after work or go to a co-working space in their location so they can disconnect. When setting benefits, we should find out what people value, and consider the company environment in order to customise the benefits package to it. What works for Circular may not work for another startup in the same stage or the same industry if they have varying culture and conditions.

3. Think ahead and keep it simple.

Where are you willing to recruit and what kind of dynamics are you going to have around remote? Which markets are you going to open? One of the questions we have asked is how to build a benefit scheme that is sufficiently tailored so employees can appreciate it but at the same time is easy to manage and scale. 

4. Listen to what’s important to your team and mix it with one or two essential local/market based benefits.

Additionally, keeping in mind which countries you will be present in and where your team will be able to be based will help you to choose the right tools and benefit-providers. Remember, an employee benefit package should reflect your company culture and values. Listen to what your team value and take time to learn about their work environment. Getting feedback from the team during the planning stage can help to gain valuable insights about this and ensure that you are creating a benefits package that is relevant to team members no matter where they are based.

Circular Community, meet Circular.io

Today, we’re changing our domain from trycircular.com to circular.io

Until now, we have been known as trycircular.com. Whilst it has worked for us, we are a community of 4,440+ Recruiters throughout Spain and Europe and 14,153+ Developers globally, it’s clear that people did give it a try! However, it’s a bit like saying your name is Joe but everyone calls you Bob. We had a brand identity problem. We were being referred to as Try Circular, when our real name is Circular. This caused some confusion amongst our Community and even some of the new hires that joined the company.

Why Circular.io?

Not only does this represent our actual name, it sets the scene for things to come. Changing our domain name is just the beginning. We’ve listened to feedback from our Community and we’re working on improving the Circular.io experience, expect some very cool things soon!

What’s Next?

If you are already part of the Circular Community, you can continue your work day, sipping your coffee, enjoying a walk. Nothing will change for you!

If not, why not take a look? Being part of the Circular Community means that you can share talent and care for talent, it’s collaborative, efficient, and leads to a positive hiring experience for everyone.

You know where you can find us!


circular-io @circulario

A special thanks to Julien Chaumond who agreed to sell the domain to us having previously used this on an archived open source project.

A letter from the Circular Founders

Challenging is a bit of an understatement for describing 2020. We can’t even fathom the personal tragedy and suffering, on so many levels, that the COVID-19 pandemic brought upon all of us.

At Circular, we have been lucky enough that our team and their families have been safe and sound, which we feel like the best news we could ever have during such a year.

With 2020 about to end, we wanted to take the opportunity to recap what the Circular community has lived through this year and why we’re optimistic about 2021.

The Circular community throughout the most difficult year 

The year started with the tech industry’s growth accelerating and the need for tech talent at an all-time high. Even as the worrying lockdown news started coming from China, we saw a record hiring activity in the Circular community during February.

The pandemic spread throughout Europe and the world, with generalised lockdowns and no end in sight. Almost 80% of job offers posted in Circular were suddenly closed or put on hold and many recruiters from our community were losing their jobs. At Circular we braced ourselves and worked on preparing the product and the community for what was coming and its long-lasting changes.

But we were really fortunate and, even in arguably the worst year since 1945, the tech industry has proved to be resilient and bounced back quicker than we thought. By Mid summer, the number of jobs posted in Circular had recovered to pre-pandemic levels.

And the Circular community of recruiters has proven that, even in the hardest of times, collaborating with each other and caring for our candidates is at the heart of what we do. After the summer, recruiters referring activity had multiplied by six, helping thousands of candidates get a more positive hiring experience and getting more of those candidates hired than ever before.

Recruitment, re-humanised

As 2020 comes to an end, we can finally see the light at the end of the tunnel. Vaccines, a humanity-level endeavor, are giving us hope. When this is finally all over, the world will have changed in many ways –you’re probably tired of remote work predictions by now. But recruitment will also be transformed

Even pre-COVID, after years of algorithms dominating the conversation, the trend towards a more human recruitment was already clear. The rise of Candidate Experience, the boom in recruiting communities or increased visibility for diversity and inclusion issues are only a few examples.

Now, after being partially deprived of human connections for so long, this re-humanisation trend can only be boosted. Recruitment is about looking after candidates, not just looking for them. It’s going to be an exciting ride, and we are glad we are in this together.

Pedro and Teo, Circular Co-Founders

What 2020 has meant for recruitment

2020 began with hope, with a hiring plan, and with intentions of further improving recruitment. We understood clearly that feedback not only after a rejection, but also after every interview, is well appreciated by candidates and that improving our Candidate Experience and Employer Brand would help us hire better and faster.

Instead, 2020 has taught us that the plan for the company year can change in the blink of an eye and that many workforce structures can absolutely be adapted to being remote. But we have also witnessed how recruiters froze their hiring process, how they have slowly restarted them, and how despite hard times they have been fighting to provide an even better Candidate Experience.

Let’s hear what they have to say first-hand!

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How to improve Candidate Experience despite COVID-19

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Xavier Garcia | IT Recruiter at Nuvolar Works

Nuvolar is an IT software company whose core focus is the creation and development of apps. Their main industry is private aviation. “We talk about private jets and our users are professionals like pilots and crew members,” says Xavier Garcia. “We also have health, consumer goods, and other kinds of products. In addition, we are certified as a Salesforce partner. All our projects are in-house and we develop everything ourselves.”

María Amor | Backend Data Engineer at CARTO

María Amor studied Telecommunications Engineering at the University of Seville. She did her Erasmus study abroad program in Ireland and has a diploma in Mobile Communications: Technologies, Services and New Business Models. Besides this, she has taken several Machine Learning courses from Coursera, taught by a professor from Stanford University. “I totally recommend them!” she says. She speaks English, Spanish, and Portuguese and has extensive international experience in Angola, the USA, and Indonesia.