BELAY Interview Questions
& Process

It started with a recorded interview and a personality test. Then there were three Zoom interviews with HR, the hiring manager, and an executive. After that, an in-person interview with a team member. They also checked 2+ professional references and 1+ “personality” reference. The personality reference questions were a bit odd, asking all references how your personal values align with their value of God. The interviews themselves were easy and conversational, but the whole process was tedious. I did enjoy meeting the team, and the team member interview was informative about work-life balance.

I had such a positive experience interviewing with BELAY! The application process is very thorough. It included 2 assessments and a video interview portion. I quite enjoyed how detailed the application process was. After you pass the application process, a Talent Specialist will reach out to schedule a Zoom interview. My Talent Specialist was incredibly warm and friendly. We discussed my qualifications and what the role would look like. Overall, BELAY’s application and interview process was very organized and efficient!

I was contacted by a recruiter, and even though her profile seemed a bit questionable at first, the job was legit. I was happy and excited to get an interview. The recruiter conducted the interview herself, but she was really late. It also finished early, and I felt like she had already decided before I could even showcase my abilities. Talking to her made me uncomfortable and felt disheartening and dehumanizing. It makes sense why people mention concerns about a homogenous culture in the company's reviews.

I went through a long process and reached the video interview with the talent specialist. I felt it went well, and she even started discussing onboarding. As she was concluding, she seemed to forget I had questions. I asked if I could ask them, but she reacted negatively, as if I were too eager, and even rolled her eyes. This shift in her demeanor made me realize I wouldn't get the job, through no fault of my own. Despite my qualifications, my asking standard questions was seen as a problem. It's a shame when personal feelings interfere with a professional process. I suggest the company train its recruiters to manage personal issues and maintain professionalism, especially in interviews. Offering this feedback is important for a fairer candidate experience. You're wasting time and losing good contractors.