Nailing your Base44 interview

We sat down with Lital Levi, Inbar Barak Dromy, Adi Fogel and Mariana Kisil Dankner from the Base44 Recruitment Team to learn what actually makes a candidate stand out.

What’s one thing on a CV that gets your attention?

Adi: One thing that grabs my attention is when you can immediately see how a candidate cut friction out of an operation with AI. I also want to see the impact they brought to the table – something like “I improved my team’s SLA by 41% by reworking these processes,” not “I use these AI tools: XYZ.” Show me the bottleneck you found and the impact you had, not the toolkit. And a number always beats an adjective.

Lital: I’m looking for speed. Coming from a hyper-growth startup is a good indicator, though it isn’t necessary. Speed is an important value at Base44. It’s an operational and cultural pillar here.

Mariana: An AI-native person is exactly what we’re aiming for. Someone with strong entrepreneurship fundamentals: they immediately look for the way AI can remove a bottleneck or friction. They’re builders. Being a builder is proof of being AI-native.

What impresses you most in an interview?

Mariana: A candidate who does their research. They experimented with Base44 and wrote a few notes about friction they had during that experience. They know the industry and the latest trends. Even better, someone who built an app on Base44. For example, one candidate shared that they built a detailed program to prepare for this year’s marathon.

What do candidates put on their CV that’s totally unnecessary?

Inbar: We don’t put emphasis on demographic information – gender, address, relationship status, none of it. What I actually want is a glimpse of who you are: your hobbies, your interests, and what you do outside of work.

“We’ve never looked for someone perfect. There’s no perfect in the world, more than that, entrepreneurs are never perfect people. The way you deal with challenges is what it’s all about.”

Which questions generally make candidates a bit nervous?

Adi: Any questions about challenges. Candidates mostly get scared, probably thinking a bad work experience makes them look bad. It doesn’t. First, I’m far more interested in someone who’s critical of themselves and learns from their mistakes than someone who acts perfect. Second, we’ve never looked for someone perfect. There’s no perfect in the world, more than that, entrepreneurs are never perfect people. The way you deal with challenges is what it’s all about.

Lital: Candidates prepare for an interview, but I’d suggest preparing for a conversation. It’s more a conversation than an interview. Many people say it, but as a candidate you’re interviewing us just as much as we’re interviewing you. There should be genuine interest on the candidate’s end of whether or not we’re the right fit for them.

What about AI polish in a CV?

Inbar: Using AI is great, but it’s important to know when the right time to use it is. I don’t care if I see an em dash, but what I don’t like is someone using ultra-sophisticated language they obviously don’t use in real life. I’m interested in hiring people, not bots. Bots, as you can guess, we have plenty of here at Base44.

What’s one characteristic you value in a candidate?

Adi: Being authentic. In the AI era, it’s not always easy to explain what authenticity looks like. But when I’m speaking with a candidate who seems real and doesn’t feel overrehearsed it’s always a better experience. Connecting with real people is what it’s all about.