Radio Net Media Ltd
AdTonos - Online Audio Advertising Platform -
online audio advertising, digital audio advertising, audio ad insertion, radio commercial insertion, online audio ads, digital audio advertising, advertising network, radio ad solution, web radio advertising, ads, overlay radio ads, in stream commercials, in stream advertising, native audio advertising, digital audio revolution, audio ads replacement, audio pre-roll, audio mid-roll, audio preroll, audio midroll
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We have created some guidance and recruitment principles to give to our candidates as a complete overview of how we recruit and what is important for us. We would also like to underline our commitment and professional approach to every candidate. If you are interested in joining our team, please read the information below.


Our decision, questions and comments

We always focus on the candidate’s professional experience / knowledge

All questions and comments must be relevant to help us decide if a candidate matches the open position or not

We collect CVs with no personal data and no photos

Sensitive Information Policy

We’ll never ask about:

  • Age
  • Race or ethnic origin
  • Country of national origin or birthplace
  • Gender or sex
  • Religion
  • Disability

  • Family status or pregnancy
  • Family members
  • Medical history
  • Property & financial situation
  • Political views or activities

Important: Before applying to AdTonos, please make sure that the above information is not stated in your CV.

Our Focus / Priorities

When we select applications, we divide them into two groups. Applicants who fully comply with our recruitment principles (especially concerning the sensitive information stated above) will be placed in group one. We will interview and meet candidates in group one first.

 Group one

Group two

Application Selection Criteria

We act quickly to hire the best candidates because the good ones do not stay available for long on the market. Taking this into consideration, if you have time constraints it is always OK to give us a call to ask about your application status.

Core criteria

Relevant experience, skills, education and foreign languages (English is a must)


Additional criteria

Neatness (formatting, spelling etc.) and the integrity of the information in your application

Recruitment process overview

  • Junior Candidate

    • Candidate sourcing
    • Application evaluation
    • Phone interview & homework
    • 1st interview with our HR representative
    • 2nd interview with your potential manager
    • Decision
    • Job offer or detailed feedback

  • Senior Candidate

    • Candidate sourcing
    • Application evaluation
    • Phone interview & test
    • 1st interview with our HR representative
    • 2nd interview with your potential manager or CEO
    • Decision
    • Job offer or detailed feedback

Recruitment Step One: CV evaluation

Aspects we check during CV evaluation:

  • Did the candidate already apply? If so, why was the candidate’s application not successful?
  • What experience does the candidate have?
  • Which company did the candidate work in before?
  • Is the motivation and understanding of AdTonos reasonable?
  • Was the candidate recommended by our network?
  • Are there any referrals, certifications or reports available to check?

  • Are there any experience gaps in the CV?
  • How long did the candidate go to university?
  • Where did the candidate graduate from?
  • Are the salary expectations feasible?
  • Which skills does the candidate have (languages, systems etc.) and at what level?
  • So far, how often did the candidate change their job?
  • What is the impression we get when we first look at the CV?

Recruitment Step Two: Experience overview

We attempt to evaluate how the candidate’s experience corresponds with the experienca at AdTonos and to what extent it would help us to grow.

We make sure experience from relevant fields have been considered (e.g. IT, streaming, advertising, etc.).

A candidate’s organisational culture from their previous company is also important. We look for similarities and differences between the culture at AdTonos and the culture at the candidate’s previous employer.

Experience in irrelevant technologies or companies from different business areas / industries are out of our scope.

Recruitment Step Three: Interview

We need to make sure you are the best fit. Don’t be afraid of not being successful. Work is a valuable, significant part of our lives and is long-term as well.

A more detailed conversation should take from 60 to 90 minutes.

To us interviews are the most important part of the recruitment process and we are very sure that it might be quite stressful for you. We’ll help you to get the best out of you.

Please note, if you arrive on time, we would appreciate it, as well as if you did some research about us.