For our third presentation we worked on a video to show the front and back side of the hiring process. SEE the details of the process in our last blog post.


Train Map





In Lynko, we have been always concern about the experience of the candidates and to the company members in the process. We designed Suite Heroes as the platform that will help both sides to have the best experience ever, right? Inside of us we felt that this could not be it, that there is something more that we could do in order to be more innovative and take this hiring process beyond just a virtual platform.

Berlin gave us the inspiration of making this process different and unique. So, we asked ourselves… what if we take each step of the process and make it physically? What if we change the typical routine of interviews in a desk and make it playful and dynamic? Well, that it’s what we did. We took each step and modified into an experience and activity that will help us to measure the skills according to the matrix. We want the process to really represents the company; the startup culture, super hero atmosphere and new opportunities.


Train Map


  • Starting with the process, we want to have a NetSuite Open house that is a social event that helps the company to get exposure and candidate to understand and see the culture and the way of working inside the company. This activity is for people in the industry and those interested in looking for a job or just curious about the company. We want to get attention from candidates in an organic way. We want the candidates to remember us and wanting to join us.
  • The screening round happens when the candidate applies and the recruiter sees potential in your profile. He or she will call you and without you knowing it, that phone call will become the first interview where social and technical skills are asked in a way that candidates feels confident and relax
  • Social round will be an activity that a lot of people know and had play with. Lego is a methodology that could show the personality and social skills of the candidate. The idea is to have this session with the interviewer in a dynamic way asking candidate to create something depending of the matrix that the position requires.
  • Technical round is another activity that will cut the tension of the candidate and will make him feel competitive and challenged. For this round, we want to use the escape room game. It is about 4 different spaces or rooms in where the candidate will have certain test and a time, that if he or she resolve on time and correctly get to unlocked the next door and consecutive until finish it all.
  • Final round is hold in a different environment from the company. We suggest a coffee shop or a lounge. In this space, the hiring manager and candidate will have a friendly and relax chat for the hiring manager to get to know the candidate more and compare his perception and results with the previous rounds
  • If candidate is hired, he gets into the process of training- then candidate start working and is received by colleges

With this hiring  process, we want to use it as a tool of differentiation from competitors, a marketing tool that could help us to attracted candidates and being know from our way to give our candidates the best experience before even start working.

On the other hand, if candidates don’t pass to the next round, the candidate will be part of our heroes’ cloud; a place that NetSuite storage all the information from candidates to be used and get in touch when a new opportunity comes by. Also with this different way of interviewing, they will become brand followers and recommend the company to others.

This concept could be use not just for NetSuite, but any company could be able to adapt their message, matrix and question for their own hiring process.


SUITE HEROES – Hiring process Platform


What is hiring process?? For us started as the journey that each candidate has to go through in order to get a job. Later on,  we discovered how other behind the scene characters like recruiter, interviewer and hiring manager have a huge impact into the whole process.

Hiring process in NetSuite is a simple but long one. It takes 7 people during the entire process plus not to mention the inconsistent system to rate the candidates and conduct the interviews. At this point, Lynko focused on ideate a system that could help, not just the candidate during the journey, but also to give some clarity and systematization to the members of NetSuite.

It’s when Suite Heroes was born. Suit Heroes is a platform attached to the main website page of the company. Suite Heroes is a virtual platform where the candidate can have step by step, time and feedback of the entire hiring process. On the other hand, Suite Heroes will help to all the members of the company to schedule interviews, compare profiles, see results and share between them information about the candidates and the process.

With this system, NetSuite could have the chance to have a systematic hiring process. For each of the phases of interview, it will be a template with the basic requirements of questions and activities to have an accurate candidate result.

We face now the challenge to developed a Matrix that will help us to get those results more organized and give structure to the platform. The candidate matrix is vital in order to develop the questions and tests for each individual depending on the job requirements from the company and also the way to score each candidate.







There was a time in gothic Barcelona, where thousands of superheroes are highly demanded to work for tech giants.

Superheroes are approached by head hunters and scammers, who give them empty promises and keep breaking their trust. They are hiding in schools and groups for talented minds, feeling lost and afraid. Superheroes have so many options but without a clear vision which one to choose from.

They have the hope to finally find the company to trust.

 Among the chaos, there is one company that wants to do things differently by targeting  super talented minds and foster the culture of true talent acquisition.


In those dark times, 4 brave design thinkers emerge. They want to understand the superheroes market and help this company to find the most talented superheroes in gothic Barcelona to join the NetSuite Power League.

These design thinkers are the face of LYNKO,  a company that fulfils intentions:



LYNKO has decided to help NetSuiteAn IT company that was founded in 1998. NetSuite is the pioneer in development of cloud business software. It’s software is used by more than 30k organizations including GoPro, AirBnB, Spotify and HyperloopOne.

Offices are distributed across the world, even though the main focus of this research project is on Barcelona office specializing in order management solutions. It started as an acquisition of the product Order Motion in 2013 and from the initial 7 people it grew to 40+ over the years. 2016 was the most significant for the whole office.

It experienced massive growth of 51% and on top of that, members of the office started spreading the word via conferences, meetups, hackathons, etc. At the end of year, Oracle acquired NetSuite and the adventure begins…..


The challenge lies on high demands from hiring managers, who are eager to  bring people with the right mindset, social skills and culture fit that is almost like searching for an extended family member.

Bringing in a “rotten apple” could mean the decrease of morale for the rest of the group. Decision makers are working hard on preventing such situation. Currently, the company is still growing and requires more super heroes to be part of the team. During this process, LYNKO was given a mission and they set on their quest….

Picture5The mission contains 2 specific goals from Radka, EMEA recruitment leader of NetSuite, based in Czech Republic: She asked LYNKO to:

  •    Create persona for 5 profiles: Technical Writer, Developer, Quality Assurance            Engineer , Product Owner and UX designer
  •    Design an effective hiring process

However… LYNKO realized that these personas should follow the company’s requirements while analyzing the current job market. Using design thinking framework, LYNKO modified the mission by creating empathy between the superheroes and NetSuite.



LYNKO will implement design thinking to produce a strategy that is focused on the market and the superhero’s profiles and needs. Then, LYNKO matches those profiles with the company’s requirements, through an effective and engaging candidate experience.


For the mission, the team will implement strategies of time organization using:

  • Gantt Chart for timeline management
  • Trello and Google Drive for team communication
  • WebEx for client communication
  • WhatsApp

Some of the methods  and channels:

  • Research
  • User Journey
  • Interviews
  • Survey
  • Video
  • Workshops
  • Activities
  • Conventions
  • Pilot sessions
  • Testing
  • Prototyping

Picture9Picture10In order to create the structure and strategy for the mission,  LYNKO is on the quest to identify their stakeholders: candidates, companies, universities, legal entities, employees and social channels.

With the following criteria:

  • Cost
  • Relevance
  • Time

To make hiring process more efficient, the company requires relevant superheroes, so they won’t spend too much time = money on interviewing irrelevant superheroes.


The path to follow is to frame around a complete research and understanding of the current market and superheroes. All this process, will be follow by using the channels in order to attract attention from these candidates.(like honey to bees) (making NetSuite desirable).

The purpose is to make them feel that working with NetSuite is the best option. Based on that, LYNKO will create the personas to fit the 5 requested positions for NetSuite. The hiring process will be a co-creation with the NetSuite, in order to guarantee a fun and efficient experience for both parties. In the end,  5 new amazing superheroes will join the NetSuite Team.


To start this adventure of seeking the best superheroes out there,

LYNKO needs to answer these questions

  • Where can we find these superheroes in Barcelona?
  • What are their needs, lifestyle, goals, expectations?
  • Why do they stay or leave Barcelona?
  • Who and what are the competitors offering?
  • What are the standard compensation packages?
  • What are the current hiring process trends?
  • What is NetSuite’s current hiring process?



Every group at MIDI had the chance to meet with Jorge, the director of the course, to discuss the projects, insights and the brief for each project.

Here it’s the summary of the meeting and all what Jorge suggested and proposed for us to have in mind during the initial phase of the project.


  • The priority is to look at what is available in the market, where to find the requirements of the company and validate it to adjust the different personas
  • Based on these requirements, validate it with the existing market
  • How the market behaves
  • Understand who is in Barcelona (candidate) age, lifestyle, approach, expectations, requirements
  • Where to find them
  • Options for NetSuite (global or local hunting)
  • Social locations – it community
  • What happened with people that stays in Barcelona and leaves


  • The format of hiring in the company and Barcelona
  • Managers knowledge about the market and the candidates
  • Skill + process
  • Using workshops and collaboration to teach people about hiring requirements and job hunting
  • IT startups collaboration

Managers need to understand how the Barcelona market has to offer and adjust the persona. Otherwise, NetSuite will have to open the position to global candidates and persuade them to come to Barcelona.


  • Budget plan of the strategy, activities, prototypes
  • Bringing people together (workshops, parties, reunions, classes, videos)
  • Marketing strategy (letting people know NetSuite is in Barcelona)
  • Pilot sessions

After the meeting we had a clear idea of how to approach and re-designed our brief more clearly.


Radka, who is our main contact with NetSuite, had an online meeting where she proposed her point of view and the goals to achieve for this project. The conversation lasted for almost an hour with the following insights.

How do we feel about the presentation and first meeting?

The client has provided a really clear brief and expectations. However, Radka’s requirement is not too challenging for us because it was very specific and simple. Perhaps with more research we can provide more solutions beyond client’s expectations.

Let’s have Plan A and Plan B

From her brief, we might be able to complete in 6 weeks. Thereafter, we can provide added value to the project.

She already created 2 main goals for the project

  1. Hiring Process
  2. Personas

We feel motivated and positive. We need to focus more on improving persona’s experience.

Persona will definitely help to visual the job market.

Create personas for both candidates and hiring managers.

Setting a realistic timeline and budget


How did we understand the project brief?


  • Detailed personas
  • For each 5 job titles, make 2 personas – Senior & Junior
  • Secondly, creating 10 personas

Hiring Process

  • Design the process of targeting the best candidates
  • Ask candidates how they like to be interview
  • Improve hiring process
  • Map what Hiring Managers wants from specific profiles/personas
  • Design a hiring process/candidates journey to boost candidate experiences with NetSuite
  • Make the hiring process more fun, setting a new benchmark in the HR industry
  • Standardised interview questions for Hiring Managers in each level
  • How to have quality candidate and improve hit rate?
  • Improving the hiring process from the start to the end


  • We suggested to include brand awareness
  • Map the sources where these profiles come from
  • How to apply in Barcelona first, then possibly Czech Republic
  • Create brand awareness for NetSuite in Barcelona
  • Sourcing for channels to find these suitable candidates

How each of us understood the project?


  1. Design the process of targeting the best candidates
  2. Detailed personas
  3. Ask candidates how they like to be interview
  4. Improve hiring process
  5. We suggested to include brand awareness
  6. For each 5 job titles, make 2 personas – Senior & Junior


  1. Map what Hiring Managers wants from specific profiles/personas
  2. Map the sources where these profiles come from
  3. Design a hiring process/candidates journey to boost candidate experiences with NetSuite


  1. Make the hiring process more fun, setting a new benchmark in the HR industry
  2. Standardised interview questions for Hiring Managers in each level
  3. How to apply in Barcelona first, then possibly Czech Republic
  4. How to have quality candidate and improve hit rate

Jean Nie:

  1. First is improving the hiring process from the start to the end
  2. Secondly, creating 10 personas
  3. Create brand awareness for NetSuite in Barcelona
  4. Sourcing for channels to find these suitable candidates 


How would you  summarise the project challenge?

  • Create 10 detailed personas
  • Each 5 job titles, make 2 personas – Senior & Junior
  • Searching for similar personas by interviewing current NetSuite employees and job market in Barcelona
  • Interview NetSuite employees, one from each job title, and prepare questions for the remaining or those who can’t make it for the interview
  • Preparing questions for the interviews
  • Creating candidate journey
  • Cultural fit into the organisation



How might we help designers and business leaders, create a mutual empathy and communicate in a design vocabulary?

We researched the topic and created a stake holder map where we could re-frame the question base on a persona that we’ve created. 1

when we honorthe earth, we honor ourselves (3)persona-01


Carmen was approached to develop a communication platform for front end developers and UX designers; allowing them to provide constant feedback, project updates and content management.

After 6 months, she delivered a working prototype tested on 150 users with great feedback. Client offered her initial capital to launch a business of 40 people in the first year and much more in the future.

She’s managed to hire 5 people. Shortly they’ve became demotivated, as she was crushing all of their idea with cold criticism. Like she could only acknowledge ideas of her own.

When 3 of her colleagues left the company, she realized, that something has to change…

How can we help Carmen develop emotional intelligence to become respected manager so she can scale her business and improve the communication with co-workers?

“What if I forget what it’s like to be the designer?”

About Carmen
Age: 28

Education: MA in Web Design (UCL London), Postgradual in Coolhunting, Global Design Trends (Elisava, Barcelona)

Internship: Digital planner – Ogilvy Digital, Chicago, US, Content editor – Indeed PRIME, Dublin, Ireland, Field researcher – Freedom & Democracy NGO, El Salvador

Professional experience: Visual designer – Novartus (2 years), SR UX Designer – eDreams ODIGEO (3 years), Digital product designer – Freelance (2 years – ongoing)

User cases, User journeys, A/B testing, KPI, Personas, Usability testing, Wireframing
Visual design, Sketching

HTML5, CSS, jQuery, AngularJS, Bootstrap, Objective C

Software proficiency
Axure, Invision, xCode, Photoshop, InDesign, Sketch, Illustrator, Flash

Spanish, Catalan, Romanian, English

Career progression from individual contributor to management
Learn soft skills she never thought she will use
Overcame imposter syndrome
Admit that she can’t do everything alone

1300 followers on Instagram
Co-organizer of Barcelona beer festival
Her dog feels she’s good human, even though she often doesn’t feel like one
Barcelona TEDx speaker (Equality of women in tech)

Naturaly good listener
Solid communicator
Understand both designers and developers
Knows how to lead project
Wide variety of skills
Fast executioner
Full stack

Room for improvement
More competitive than collaborative
Protective of her ideas
No formal managerial education
Too hands on, can’t really delegate
Way too rational
Needs to improve mental and verbal flexibility, simplify language when needed
Build confidence
Digital narcism – she loves when men comment her provocative posts

The team decided to design an emotional journey for Carmen to improve and reflect. The journey was decided to cover her personal issues and defining her life goals. The entire journey will lasts for 1 month and at the end she will have a different perspective.

Board game-A3


We started the week visiting the our client’s headquarters here in Barcelona. The primary goal was for us to understand the company, the functionality and the elements to have in mind in order to develop the projects.

Ondrej, Project Manager of the team, is the main recruiter of NetSuite in Barcelona. He gave us a presentation of the company and lead us to understand the challenge that we have to solve for the client.

Here the insides of the meeting:

NetSuite was founded in 1998. Started as a company providing cloud solutions to enterprises to manage accounting, CRM and ERP. There’s various offices in different countries and it started in Barcelona since 2013 with only seven people. Oracle bought NetSuite in 2016. That same year, Barcelona office worked on the E-commerce Suite development and grew by 51% in staff employment.

Currently, the company is still growing and requires more professionals to be part of the team. That lead us to focus on improving the recruitment process for these potential candidates.

The recruitment process starts with the hiring managers deciding on the type of candidate that they are searching for. Then, the recruiter get the information and start searching for the best that fit these requirements. Followed by a phone call that could take 30-60 minutes. If candidate pass , he/she will get another call for a technical screening follow by a meeting in person and lastly a test of their programming skills. If the candidate passes this point, he/she will get a final interview with the manager, followed by an offer.

This whole process could take up to a month for each candidate. The main problem in NetSuite has a the high hit rate when it comes to recruitment. One of the things that the recruitment department have done in order to reduce the hit rate are conferences, social media, events that involves getting to know people and potential candidates.

There are many factors that makes the selection process complicated. First of all, the hiring managers have high expectations of the job market that has few candidates that fits the role. They tend to be more picky.


Another factor is that NetSuite doesn’t have a marketing team that helps in getting people know that they are in Barcelona, so candidates could come to look for jobs. At the moment, the recruiter is wearing multiple hats, including branding one.

It was interesting to see the many opportunities and routes that we can take in order to reduce the recruitment process’s hit rate. One of the ideas is to focus on marketing, getting people to know the company using activities, workshops etc. During those exercises, it’s highly possible to be able to search and find suitable candidates. We can start creating a database of the personas and when a certain position is open, whole the team will have better understending of requirements and verbalized fits for the positions.

Overall, our first meeting in NetSuite was a success and we felt empowered to start the discussion to find out the different solutions for this project.



After setting our team and knowing what we want as a group and for the project, it is time to get creative and come up with a name that represent us as individuals and as a group, the motto, logo and roles.

We had a clear idea that our purpose is to grow together both at a personal and professional level. The only way to do that is simply putting our hands together and work hard. So with than intention we started thinking about words that reflects unity.

  • GIEO
  • AGYO
  • KLEY
  • UNUM
  • LINK

MAOKO : HANDS (shona zimbabwe)

At the end LYNKO was born with the fusion of words and the idea of using brackets to connect us.


FULFILLING INTENTIONS, because we ant to connect us, ideas and clients from the beginning of an idea to the full development of it



The process was basically with the same intention and idea to connect each other. Playing with different fonts and colors we ended up with a dark blue and orange that represent trust and loyalty.



One of our members, Ondrej is currently working with NetSuite who is going to be our client for this semester. We will be having a meeting with them to kick off the project.


LYNKO started as a group of 4 strangers from different countries.

  • Ondrej is from Czech Republic and has Master’s in Economy focus on HR. (LinkedIN)
  • Amournit is from Thailand and is a Design Engineer performed line products. (LinkedIN)
  • Milé is from Colombia and is an Architect/Interior designer. (LinkedIN)
  • Jean Nie is from Singapore and is a Creative Technologist/Art director (LinkedIN)

All begun with a deep concern about how all of us will work and interact together for the rest of the semester. After the rest of the teams were set up, we ended up together and starting from scratch. It was a long 30 minutes of questions about our life in Barcelona, backgrounds and most of all, our goals and perspectives of the class.

The following activity was to create a TEAM CANVAS. The main goal of this canvas is to put us all into the same page of goals, purpose and responsibilities for each individual and the group in general.

Almost immediately after the activity started, we recognized so many things in common and we were kind of reflecting into each others personality and needs. We recognized our bound is to work together and grow together, complementing each other with our own set of skills and knowledge. That despite the fact we are different from different backgrounds, personality and goals in life, we all agreed in work as a team bringing the best of each of us and inspiring, learning and growing together.

Here is a brief of the canvas so each of us can have it in mind all the time and come back here to remind us the purpose of the project and the team.