Personal and Eventful: Your Journey to a Job at standing ovation

Silvana Wunsch, Communication Manager at standing ovation, sat down with some of our newest team members to find out what experiences and questions were particularly important to them during the hiring process. Armed with their feedback, she brought their top questions to Claudia Gambini, COO, and Laura Eberspächer, Head of Creation. Together, they share valuable insights into our hiring process, explain what matters most to us – and why this approach benefits not just standing ovation, but also you as a potential candidate.

How Our Hiring Process Works

What can I expect when applying at standing ovation?

Claudia: Our process is built on openness, transparency, and clear expectations – and we expect the same from you. Here’s how it works: If your application stands out, we’ll invite you to a Meet & Greet at our office. It’s a chance for both sides to get to know each other and see if the chemistry is right. If things click, you’ll be invited to a trial day where you’ll experience our team, the tasks, and our way of working. We’re less focused on perfection and more interested in how you approach challenges. We’re looking for an honest, collaborative exchange – at eye level, with a clear view of what the future could look like together.

Why do you require a motivational video? What are you looking for?

Laura: A video is more than just an application – it’s a stage for your personality. We’re not looking for canned answers. We want to feel your energy and passion. What drives you? Why do you want to be part of our team? And why do you believe we can achieve great things together? Show us who you are – authentically, boldly, and with passion.

What about the trial day? People say it’s pretty intense…

Laura: It definitely is – and that’s what makes it so valuable. You’ll get an honest look at the role, our expectations, and what really matters at standing ovation. At the same time, we’ll see how you approach tasks, set priorities, find creative solutions, and work with the team. This helps us figure out whether we can create something great together.

How long does the hiring process take?

Claudia: There’s no set timeline because our process is as unique as the people applying. What matters is making the experience meaningful and efficient for both sides, laying the foundation for a successful working relationship.

Why Personality Matters to Us

Most candidates prepare for typical questions: Strengths, weaknesses and professional skills. To their surprise, it is more about getting to know them as a person. Why is this important to you?

Laura: People come first here – and team dynamics are everything. We work closely together, driven by a shared passion for creating brand experiences that connect emotionally and build lasting value. Our work is like playing a team sport at the highest level: we inspire, support, and push each other to be better. That only works with curiosity, a willingness to learn, and a strong feedback culture. Chemistry matters because it’s what allows extraordinary things to happen.

What qualities do you look for in candidates to make them a good fit for the team?

Laura: We want people who challenge conventional thinking and aren’t afraid to take new paths. Great ideas come from deep insights, passion, teamwork, and the right mindset. We’re looking for people who love what they do, face challenges with positive energy, and create meaningful work together. For us, growth isn’t a finish line – it’s a constant process. We’ll help you better understand yourself and unlock your potential through personalized development tools.

How important are formal qualifications or past experience?

Claudia: Diversity is one of our greatest strengths. Our team brings together people from all kinds of professional backgrounds, making our work dynamic and inspiring. We care less about where you studied or worked before and more about what unique skills and perspectives you bring to the team.

Career Growth and Development at standing ovation

Can candidates negotiate their salary? How does pay work?

Claudia: We don’t do salary negotiations at standing ovation. What matters isn’t who can negotiate best but who contributes the most with passion and skill. We use transparent pay scales based on clearly defined experience levels – fair and equal for everyone. Our salaries are slightly above the industry average and reviewed regularly to stay competitive. We value performance, development, and recognition – not negotiation skills.

What do Junior, Experienced, and Senior roles mean? How can someone move up?

Claudia: Our experience levels are based on a clearly defined competency model that considers both individual strengths and role-specific requirements. Personal development is key. We set clear goals together, tailored to each person’s career path. Evaluations happen regularly, independent of rigid timelines. Your growth pace is up to you – we’re here to support you in unlocking your full potential.

What development opportunities do you offer?

Laura: Learning, growing, and unlocking talent – that’s what we’re all about. Our internal academy offers workshops, coaching, and networking events. We also support external training to strengthen personal development paths.

Since 2018, we’ve been a partner agency of the treibhaus Creative Campus, fostering talent and sharing knowledge while shaping the future of the creative industry. You set your career direction – we provide the opportunities and space to grow.

Work-Life Balance: How We Make It Work

How do you support flexible working arrangements?

Claudia: Owning your responsibilities isn’t just a principle – it’s how we work. How and where you get the job done is up to you, as long as the result is top-notch. Our flexible annual work-hour model allows you to plan your week according to your tasks. But what makes us unique is personal interaction – live and in person. Spontaneous brainstorming, quick feedback sessions, or casual coffee chats spark ideas and strengthen team spirit.

What about extended breaks?

Claudia: Unpaid leave or sabbaticals are possible if agency operations allow it. Transparent communication and early planning are essential to balance individual needs with business requirements.

How do you ensure that, despite all the flexibility, there are still clear structures and reliability for everyone?

Claudia: Clear structures give us direction and common cornerstones create reliability for everyone. Within this framework, we find individual solutions – always with an eye on the personal needs of each individual. Fairness is our top priority. We live a culture of open communication, where continuous exchange is the basis for trust and cooperation. In this way, we create an environment in which everyone can develop to their full potential.

One Last Tip

What would you say to someone who wants to apply for a job with us? Any tips on how to best prepare?

Laura: Be yourself. Follow your own rules when it comes to your personal application. We want to get to know you – your strengths, ideas, and values. Come prepared, and be ready to engage in meaningful conversations. Most importantly: dare to be different. The extraordinary is what we’ll remember most. Our collaboration begins as personally and intensely as our application process. We are not just looking for talent, but for people who share our passion and want to create great things together.