How We Recruit

There’s no one kind of trivago talent; and our recruiting process reflects just that. Our recruiting steps are unique to each job and its requirements, and are designed to give every applicant an equal and fair chance to show us what they’ve got and what makes them unique.

No robots here

Application. We usually receive quite a lot of applications, and all of them are reviewed personally by our recruiters! On average, our team reviews over 400 CVs and support 30+ interviews each day. That’s why it’s more important than ever to make your application stand out.

Don’t be concerned if you don’t get an answer from us right away, as it still takes us quite some time to look through your CV, cover letter (not mandatory, but we really appreciate it and do read it) and the application questions (again yes, we pay a lot of attention to those too, especially to “Why do you want this role at trivago?”, so make your answers count!).

What else can make your application stand out? Check out these tips from our recruiters.

Show us what
you’ve got

Case Study. Next you might receive a case study challenge to complete. Our case studies are designed in-house by our own hiring teams and will give you insight into which challenges our teams are facing.

You’ll usually get around a week to work on your submission, though we’re always very accommodating with the deadline as the point is not to rush you, but rather that you spend time on submitting qualitative results.

Read your challenge instructions carefully, and also consider the expectations of the role, e.g. if the role you’re applying to includes responsibilities like presenting results or findings. We’ll also look at how you present your submission and the clarity of the message.

I’m applying to a tech role, what do I need to know about coding challenges? Find out more about our tech recruitment process.

trivago home office
how we recruit

Show us who you are

Interviews. You got invited to interview – congratulations! Depending on the role and team, there can be two or even three interviews in the recruitment process.

Ace your interviews by coming prepared (read up on our business model, tech, culture and values and check out our life at trivago blog) and being yourself (we want to get to know you and your motivation – tell us why trivago should be your next career destination and help us to understand how you think and make decisions.

Don’t forget that you’re interviewing us too! Bring your questions – it’s your opportunity to learn more about the role and life at trivago.

What else should I know to ace my interview? Check out these tips from our recruiters and, for technical interviews, check our tech blog and tech recruitment process.

Come as you are. Our hiring process is all about getting to know you.

Checking in

Offer and Onboarding. After the interviews, we’ll discuss the feedback with the hiring team to ensure that the best decision is made. Our Hiring Manager or Business Partner will contact you with the good news and fill you in on the details and next steps.

Your time at trivago will begin with your checkin Week. All new talents have a jam-packed first week with us, including interactive presentations from experts, group challenges and lots of opportunities to get to know each other and trivago. Find out more about what awaits you as a newbie on our blog.

What should I know about relocating to Düsseldorf? We realize that moving to another city or country can be daunting so we compiled the Ultimate trivago Relocation Guide for you.

What else?

What’s the recruiting process timeline?
The timeline depends on many factors (your or the hiring team’s availability, etc), but you can generally expect the process to take between 4-6 weeks.

When shouldn’t I apply to trivago?
If you feel uncomfortable in a constantly changing environment, find it difficult to be challenged, or if you find it more exhausting than motivating to push for constant improvement and shape your own role.

Will you provide me with feedback so that I can improve?
We know that constructive criticism is crucial for your career path, but because of the high volume of applications, we prioritize giving personal feedback to candidates who reach the final rounds.

Check out our recruiter FAQ article for more!