RedCore has published guidance on what it considers red and green flags across its hiring process, from CV screening to final interviews. The company says decisions are “built step by step” and not based solely on years of experience or test assignments, with recruiters paying close attention to less obvious signals that indicate how a candidate will perform as a long-term colleague.
On CVs, RedCore argues that “If Your CV Needs Explaining, It’s Already Losing,” emphasising scanability and clarity. The company lists green flags as a concise, well-structured resume “of no more than 1–1.5 pages,” supported by measurable results and accompanied by a LinkedIn link for quick verification. Red flags include spelling and grammar mistakes, a CV not written in the language of the vacancy, an overloaded layout, and career histories that “raise more questions than it answers,” such as multiple parallel full-time roles or frequent job changes without clear rationale.
RedCore also reframes the initial recruiter call as more than a basic screening step, stating: “The Recruiter Isn’t ‘the First Filter.’ They’re Your Guide to an Offer.” Green flags at this stage include a “genuine conversation,” structured answers, real examples, respectful communication, and a willingness to think through questions. By contrast, the company flags joining an interview from a car or while walking, talking at length without getting to the point, being overly familiar, or attempting to dismiss the recruiter’s questions.
For late-stage interviews, RedCore says technical competence is typically already established, shifting the focus to decision-making, collaboration, ownership, and alignment with values. The company lists green flags as “Confidence without trying to prove that you know everything,” reasoning through viewpoints while acknowledging development areas, and calmly discussing alternative solutions. Red flags include rigidity, defensiveness, and arguing “for the sake of arguing.”
RedCore concludes that the “biggest Red Flag is trying to be someone you’re not,” adding that it is not looking for “perfect candidates” but for people aligned with its corporate values, including a focus on results, ownership, open communication, and teamwork.
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