How we hire

We pay close attention to whether your interest feels real.

Why this role? Why us? Why now?

You do not need to write a long motivation. But it should be clear why this opportunity matters to you. Generic interest is easy to spot - and easy to forget.

If you are going to invest real energy in an application, it should be because you genuinely want the role.

We always start with the CV.

If your CV does not make a potential match plausible, we are unlikely to get to your motivation or your video. That is simply the reality.

So make sure your CV is clear, relevant, and easy to read. Help us see the connection between your background and the role you are applying for.

A strong CV does not need to be flashy. It needs to make sense and match the role (so, we do expect more from Marketing-candidates!).

If you want to stand out, it is perfectly fine to do a little more.

One of our Beliefs & Behaviours is That Little Extra - and that can show up in an application too. Not through noise or overproduction, but through thoughtfulness, relevance, and a bit of extra effort where it adds value.

That might be a sharper motivation, a better-tailored CV, or a short video that gives us a clearer sense of you.

For most roles, we give candidates the opportunity to upload a video (approx. 60 seconds).

Why not use it?

A good short video can help us understand your energy, your communication style, and your motivation more quickly than written words alone. It does not need to be polished or overproduced. In fact, it is usually better if it is not.

Keep it short. Keep it clear. And use it to say something meaningful.

In most cases, a strong application includes:

• a CV

• a short motivation or cover letter

• a video

And for some roles, we will also ask for a portfolio, a GitHub profile, or similar examples of your work. If that is relevant, it will be stated in the job posting.

If we ask for that kind of material and it is missing, your application will typically not be considered.

So read the posting carefully - and make sure you send what is actually needed

Yes - if you can make a credible case for why the role makes sense.

Very few candidates tick every box.

What matters more is whether your background, motivation, and judgement make it plausible that you can step into the role and succeed.

If the fit is a stretch in every direction, that usually shows too. But if the match is real, we do not need perfection on paper.

We generally move quite fast.

Unless we are in a holiday period or the role is unusually specific, you will usually hear from us within 3-5 days after applying.

If you have been to an interview, we will always get back to you verbally. The person you meet will also let you know when to expect to hear from us.

In most cases, that will be within 2-4 days - and often the next day.

We review applications on an ongoing basis and invite relevant candidates to interviews as we go.

So, if a role feels like a strong match, it is generally better to apply sooner rather than later.

Unless otherwise stated, there is no fixed deadline - but that does not mean it makes sense to wait.

If you are declined after an interview, we will always give you a reasoned verbal response.

If you are declined after the application stage, the main reason will usually be that we have chosen to move forward with candidates whom we believe are a stronger match for the role.

In most cases, that comes down to things such as:

• experience from a similar role

• experience from the industry or a closely related one

• location and practical proximity to the role

• relevant language skills

We would like to give everyone more detailed feedback. In practice, that is often difficult, as many of our roles attract 100+ applications.

If there is something specific you would like feedback on, you are of course welcome to reach out by replying to the rejection email you received.

Yes.

If we ask you to travel as part of the interview process, we will of course cover reasonable travel expenses such as flights, train tickets, and ferry crossings. If needed, we will also cover hotel accommodation.

Unfortunately, we are most often not able to reimburse expenses related to transport by car, due to tax rules.

We will align the practical details with you in advance.

Our model is built around a fixed salary and a discretionary bonus.

That applies across the company - whether you work in brokerage, shipping operations, software development, finance, or elsewhere in the business.

A discretionary bonus means two things: it is not guaranteed, and it is not based on a fixed matrix. It of course also presupposes that the company has performed well overall.

If that baseline is in place, the size of the bonus depends on a broader overall assessment. That includes, among other things, how well you fill your role, the results you create, whether you do That Little Extra, how you contribute as a colleague, and whether you show Merchanteering-spirit in practice.

We also value people who think beyond their own role and across the business. In other words, we want to reward those who see the bigger picture and act accordingly.

Alongside salary and bonus, there will of course be the usual additions that follow local standards and legal requirements.

Yes.

If you have completed both our personality test and our ability test and have been invited to the second interview, you will always receive feedback on the results.

During the interview, we will typically give you verbal feedback on the personality test and share the results of the ability test with you.

After the interview, you will also get access to the platform where you completed the personality test. That means you will be able to see the same information that we use as part of the conversation.

If you would like to understand more about what that access gives you - both in relation to Copenhagen Merchants Group and more generally - you can read more via the link below.

It varies from role to role and candidate to candidate whether we speak to references.

If we do, it will always be at a very late stage. We will also always agree with you in advance on who we reach out to, and only with your prior consent.

We are equally open to you speaking with colleagues at Copenhagen Merchants Group. We can suggest people who work close to the role, the team, or the manager you would report to.

You are also very welcome to suggest who you would like to speak with yourself - and we will arrange that.

No.

Unless it is explicitly stated in the job posting, we would generally prefer that you do not include diplomas, certificates, testimonials, or similar documents with your initial application.

If we decide to move forward together, we will typically ask you to send the relevant documentation later in the process - most often when you return your signed employment contract.

In most cases, that will include documentation of your most recent education and the results you achieved.