Bisnow Interview Questions
& Process

I went through 5 interview rounds in two weeks for a freelance reporter role. It included three phone calls and a writing test. Everyone, including the editor in chief, said my work was strong and I was a good fit. But a week later, I got a form email rejection. It felt like a waste of time for both of us.

I interviewed with Bisnow even though there were two major red flags. The first was that they said they'd been looking for a long time for someone for this role but couldn't find anyone, which usually means a company is being too picky. The second red flag was that they mentioned it would be a very long interview process for a mid-level job. I usually wouldn't move forward with this, but I did. The initial HR interview was okay, but in the second round, I realized the reason for the red flags – they were hiring based on vibes. The questions were generic and not that important; the main thing seemed to be whether they'd want to hang out with you. It wasn't a serious interview. I've found that companies that focus too much on employees being friends can have weird dynamics. Then, I moved to the third round, which was explicitly about vibes. It was a 'peer interview' that was supposedly 'off the record' with someone I wouldn't work closely with. They were basically going to say 'Yes, we vibe' or 'No, we don't vibe.' I guess I failed the vibe check. While I was disappointed to be turned down for a job I knew I'd be good at, I'm relieved I didn't waste my time on the potential 4th and 5th rounds because I'm sure I would have failed another vibe check. I don't think unique viewpoints or unconventional lifestyles would be well-received; conformity seems to be key. It felt like a sorority. Many people might do well in this environment, but if this sounds like you, it's best to save your time and apply elsewhere.

This was a quick process with multiple rounds, including a case study. It started with HR, then a case study, and then a meeting with the management team and department heads. HR was very responsive and followed up after each round, maintaining a respectful connection. One thing to note is that the managers' expectations for this role were a bit vague, but they are looking for someone with highly strategic insights.

The interview process involved four interviews. First, a phone call with a recruiter covered basic questions about me. Second, I interviewed with the SVP of Sales, who seemed distracted and uninterested, even with his dog present. He wasn't easy to engage with, considering his sales role. The recruiter later mentioned areas for improvement but suggested moving forward. Third, I had an in-person meeting with the VP of Sales-West Coast, Stephanie Smith, who was approachable. Finally, I interviewed with the CRO, Robert Dippell (who has since moved to Morning Brew). This wasn't really an interview; Robert mostly lectured about needing to be a 'hunter' and working hard for success, without asking anything about me. I didn't get the job, paid $35 for parking at Century City, and was ghosted by the recruiter and HR rep who promised reimbursement. It seems the company doesn't value lower-level applicants or employees.