Our Approach

We believe in freedom paired with responsibility, in bold ideas over titles, and in moving fast enough to make an impact today, not tomorrow.

We’re not just looking for experience. We’re looking for curiosity, humility, courage and a genuine desire to contribute to the future of travel tech.

Interview with the GIATA People team

That’s why our recruitment process is intentionally simple and human. It begins with a screening of your CV by our People Team, ideally followed by a 30minute virtual conversation focused on mindset, collaboration, and what truly motivates you.

We’ll also share more about GIATA, our culture and what it means to work in a company built on data, trust and future-focus.

Team lead interview

If it feels like a strong fit on both sides, we’ll invite you to meet your future hiring manager in our office. This discussion typically lasts around an hour and focuses on the role itself: responsibilities, expectations and how your strengths can contribute to the team’s goals.

Depending on the role, we may explore a small hands on task or invite an additional colleague to join us.

Feedback and offer

In many cases, we share some initial impressions during the conversation to give you a sense of how the exchange is going and what the next steps might look like.
After our conversation, we align internally and, if it feels like a good fit for both sides, we’ll discuss the possible next steps together.

If that’s the case, you’ll receive a structured offer that includes all relevant details about the role and the further process.

Throughout the entire journey, our goal is to create an open and comfortable exchange that helps both sides understand whether our values and your expectations could be a good match.