Build Your Future With Us

We look for people who care about doing good work, take ownership and are willing to keep improving.

Technical ability matters, but it is not the only thing we evaluate. We also look at how you think, communicate, organise your work and respond when things do not go according to plan.

Across different roles, we generally look for:

• Attention to detail
• Strong follow-through
• Proactive problem-solving
• Clear communication
• Ownership and accountability
• Ability to bring structure to messy situations
• Openness to feedback
• Willingness to learn
• Respect for deadlines and commitments
• A genuine interest in improving your craft

Start by understanding the role, our company and the type of work you may actually be doing here.

Before the interview, we recommend that you:

• Read the job description carefully
• Review Foxar Athon's website and selected work
• Understand the responsibilities of the role you applied for
• Prepare examples of work or situations you can discuss
• Think about problems you have solved, not only tasks you have completed
• Be ready to explain how you approach deadlines, feedback and unfamiliar situations
• Prepare questions you genuinely want to ask us

You do not need to memorise perfect answers. We would rather understand how you think.

You should have a basic understanding of what we do, the type of work we produce and the role you are applying to join.

Foxar Athon works across areas such as marketing strategy, search, content, social media, design, digital experiences and production.

You do not need to know everything about the company before meeting us. However, we do expect candidates to spend some time understanding our work and why the role may be relevant to them.

We pay particular attention to how candidates approach quality, structure, ownership and improvement.

Four behaviours are especially important to us:

Do the Small Things Well
We value people who take smaller responsibilities seriously rather than waiting for a big project before giving their best.

Create Structure in Chaos
Work can move quickly. We value people who can organise information, clarify priorities and keep things moving when situations become messy.

Own the Outcome
We look for people who notice what needs to happen and take appropriate action instead of waiting for every instruction.

Stay Open, Keep Improving
Feedback is part of the work. We value people who can listen, ask questions, adjust and continue getting better.

Prepare real examples that help us understand how you actually work.

Useful examples might include a time when you:

• Solved a problem without being asked
• Managed several priorities at once
• Made a mistake and corrected it
• Received difficult feedback
• Improved a piece of work after several revisions
• Worked with someone who had a different opinion
• Learned something unfamiliar quickly
• Took responsibility for something that was going wrong
• Delivered something under time pressure

Specific examples are much more useful than simply telling us that you are hardworking, creative or a team player.

It depends on the role.

For creative, design, video, content, UI/UX and other portfolio-based positions, we strongly recommend bringing relevant work.

Your portfolio does not need to contain a large number of projects. A smaller selection of work that you can explain properly is more useful.

Be prepared to discuss:

• What the brief or problem was
• What you were personally responsible for
• Why you made certain decisions
• What changed during the project
• What feedback you received
• What you would improve if you did it again

We are not looking only at whether the final output looks impressive. We want to understand the thinking behind the work.

Depending on the role, we may look at:

• Quality of execution
• Attention to detail
• Understanding of the brief
• Clarity of thinking
• Creative or strategic reasoning
• Ability to explain decisions
• Consistency
• Commercial or audience awareness
• How the work evolved after feedback

If you are showing a team project, clearly explain which parts of the work were your responsibility.

Limited professional experience does not automatically rule you out, particularly for junior and internship positions.

When experience is limited, we pay more attention to evidence of potential.

That could come from:

• University projects
• Personal projects
• Freelance work
• Internships
• Club or society work
• Volunteer projects
• Self-initiated work
• Things you have taught yourself

Show us that you can learn, think, take initiative and finish what you start.

Yes. We are interested in how you respond when you do not immediately know something.

It is completely acceptable to say that you are unsure, ask for clarification or explain how you would approach finding the answer.

We would rather see a sensible thought process than hear a confident answer that you cannot support.

Very important. Being proactive is closely connected to taking ownership of your work.

Being proactive does not mean doing whatever you want without alignment. It means paying attention, thinking ahead and taking appropriate action.

For example:

• Flagging a problem before it becomes urgent
• Asking when a brief is unclear
• Following up instead of assuming someone else will
• Suggesting an improvement
• Preparing what is needed for the next step
• Checking your own work before handing it over

We value people who can increasingly operate with ownership rather than depending on constant reminders.

Feedback is a normal part of how work gets better.

You may receive feedback from teammates, project leads, management or clients. Sometimes work will go through several rounds before it is right.

We do not expect every first attempt to be perfect.

We do expect people to listen carefully, clarify what they do not understand, apply the feedback and avoid repeatedly making the same mistake.

It means being able to turn unclear, changing or fast-moving situations into something manageable.

That might involve:

• Breaking a large task into smaller actions
• Confirming priorities
• Keeping files and information organised
• Documenting decisions
• Tracking deadlines
• Identifying dependencies
• Updating the right people
• Raising issues early

Moving fast is useful. Moving fast while keeping the work organised is much more valuable.

There is no need to perform a rehearsed version of yourself. We are trying to understand how you actually think and work.

Things that can weaken an interview include:

• Giving generic answers without examples
• Claiming work that was mainly done by someone else
• Arriving without understanding the role
• Blaming previous teammates or employers for every problem
• Pretending to know something you do not
• Being unable to explain your own portfolio
• Showing little curiosity about the role
• Treating feedback questions defensively

Ask questions that help you decide whether the role and environment are right for you too.

Useful questions could include:

• What would I be responsible for in my first few months?
• What does good performance look like in this role?
• Who would I work with most closely?
• What kind of projects would I work on?
• How is feedback usually given?
• What are the biggest challenges in this role?
• What skills would you expect me to develop?
• How does the team organise projects and priorities?

Good questions usually create a better conversation than asking something only because you feel you are supposed to.

Make it easy for us to understand why this particular role makes sense for you.

A strong application usually shows:

• Relevant experience or evidence of potential
• Clear communication
• A CV that is easy to review
• Relevant portfolio links where applicable
• Evidence that you read the job description
• Thoughtfulness about why you are applying
• Care in how the application itself is prepared

The same principle applies here as it does to the work:

Do the small things well first.

Applications are reviewed based on the requirements of the role and the relevance of the candidate's experience or potential.

If your profile appears relevant, the team may contact you for the next stage.

Depending on the role, the process may include:

• An initial conversation
• An interview
• A portfolio review
• A role-related assessment
• A follow-up discussion

Only shortlisted candidates may be contacted for the next stage.