RedCore has published a hiring guidance post detailing what its recruiters say they look for from the CV stage through to final interviews, including “Green Flags” and “Red Flags” that it says can influence whether candidates receive an offer.
In the post, the company argues that a CV should communicate fit quickly. It recommends “a well-structured, concise CV of no more than 1–1.5 pages” supported by “measurable results,” plus “a link to your LinkedIn profile.” Red flags include “spelling or grammar mistakes,” a resume not written “in the language of the vacancy,” an “overloaded layout,” and career histories that “raise more questions than it answers,” such as “several parallel full-time positions” or “very frequent job changes with no clear logic behind them.”
RedCore also pushes back on treating the recruiter screen as a formality, saying the first interview is a signal of cultural fit and day-to-day collaboration. It lists green flags such as “clear and well-structured answers,” “real examples,” “respectful communication,” and being willing to think through questions. Red flags include joining “from a car or while walking outside,” failing to get to the point, being “overly familiar,” or “trying to dismiss or undermine the recruiter’s questions.”
At the final interview stage, RedCore says it looks beyond technical capability and focuses on decision-making, collaboration, ownership and alignment with company values. It cites green flags such as “confidence without trying to prove that you know everything,” explaining reasoning while acknowledging development areas, and asking “thoughtful questions” about the role and the business. Red flags include being “overly rigid,” reacting defensively, or “arguing for the sake of arguing.”
The post adds that candidates may be considered for alternative roles if their experience does not match a specific vacancy, and concludes that “the biggest Red Flag is trying to be someone you’re not instead of being honest about your experience and your approach to work.”
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