What hiring managers are looking for with Jean-Baptiste LORIERS

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1. Where do you work now and what are your day-to-day tasks?

I am the director of the services division at Owlint, a French company that publishes OSINT software accessible to non-specialists! Our idea is to democratize OSINT and make it accessible. This platform was developed by and for analysts. 

In my daily work, I follow our customers and assist them in using the tool. I also work with our teams of OSINT analysts who allow us to assist our partners on deep investigations. 

Meetings, customer meetings, OSINT monitoring, support and consulting missions, it makes for a varied day!

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2. How can candidates stand out right away?

Good question. We are looking for curiosity more than diplomas! We are a company of enthusiasts and we work with a high level of commitment, both to each other and to our clients. A good candidate is a self-starter who is reliable, who says what they know how to do, wants to learn what they don't know how to do, and who says when they get stuck. 

We have no problem recognizing limits, everything can be learned! You just have to know it.

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3. What does the recruitment process look like at your organization? How many steps are there?

Interviews, technical or business tests, discussions with leaders. Nothing too complicated, a minimum of 3 steps.

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4. What kind of skill-sets are you looking for when hiring for an intelligence analyst within your company?

Technical background, ability to work independently, ability to handle pressure and workload. 

Not necessarily a specialist, except in certain cases, we prefer overall generalists who are sharp and very skilled in their work methods.

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5. What kind of character traits do you find beneficial during interviews? Is there any behavior that can be an advantage for the candidate?

Openness, listening, humility, respect, ability to put forward a clear and honest reasoning. 

We are looking for members of a tribe rather than a work team.

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6. Do you have any advice regarding salary negotiations during the hiring process? And dos and don’ts?

Don't be pedantic, be frank and reasonable. There is no such thing as a superhero, and those who seek them are mistaken. 

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7. Would you be able to share any outstandingly positive interview experiences you have gone through as the hiring manager or person responsible for recruiting? What blows you away during an interview?

I am often amazed by the quality of the deliverables. Surprised in a positive way because the deliverable reflects the person! We have seen incredible things on business tests that often require writing, with almost no text and only graphs! The diversity of the brains always impresses me.

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8. Is there any other useful feedback for the OSINT community that you would like to share with us? For example, what are some of the most common mistakes made by interviewees, and how can they be prevented?

In my opinion, you have to know how to constantly evolve and question yourself, both in terms of tools and methods.  The diversity of OSINT practices is very important and each community has very interesting assets and reflexes. Conclusion, let's avoid working in a vacuum and let's share knowledge. 

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9. What type of interview processes or questions are outdated in your opinion? How can the hiring process be improved?

The main qualities and defects ... the thematic games ... For me these elements are no longer useful. We are looking for professionals or professionals in the making, so let's talk about our respective daily lives and the way we do things rather than extrapolating on metaphorical management topics.

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10. What would you recommend to recent graduates or newbies? How can they best prepare for their first interviews? Are there any resources you can recommend?

I ask them to know the area and the environment. Expertise comes with work, but the first effort is to know where they stand.

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[note: this interview has not been edited]