California Dental Association Interview Questions
& Process

The interview process was average. It involved a phone screening, then a Zoom interview with HR, followed by a Zoom panel interview with the team. The entire process wrapped up in under 3 weeks, and they kept me informed the whole way. I'd suggest it to anyone looking for a job.

I sent in my application online and got a call from HR for a phone screen within a week. She asked me a set of questions in a professional way. A week later, I got another call the day before Labor Day to schedule an on-site interview for two days after the holiday. I told her I'd still be on vacation and could come in the following week. She said she'd check with the CIO but wasn't sure if they could hold off. This was the first time I was presented with a rigid interview schedule, with no flexibility for alternatives. That was the last I heard from CDA. If a company is that rigid about scheduling and unwilling to be flexible, it's not a place I'd want to work. It's funny they claim to practice Agile.

The video call was really choppy and kept freezing, making it hard to follow along. Setting aside the technical issues (which weren't really their fault), it became clear that the design role was more focused on UX rather than just graphic design. They should have been clearer about what they were looking for in the job posting and during the recruiter interview. I've always been upfront that I don't do backend work, but it seemed to surprise the panel. It was obviously not a good fit, but what was really frustrating was that after the interview, I sent three emails to the recruiter to thank her and ask for an update, and she never replied to any of them. That's super unprofessional. I don't think ghosting candidates is a good recruiting strategy. I definitely won't be applying for any future jobs at this company.

The whole process took 3 weeks. First, there was a phone interview. Then, they scheduled an in-person interview, which was the final interview. I have a college degree and have extensive experience selling insurance business-to-business and cold calling without any leads, but I was still recognized for high production. I found it interesting that the interviewers, who are empowered to hire, are high school graduates, not college graduates. How can you be qualified to have the critical thinking skills necessary to be a lead without paying the education dues? Also, they came up the easy way in the insurance industry through clerical or salary jobs not business to business x-dating and hard core or commission sales, but they can decide who gets their cushy sales position. They don't have the IQ to know a real insurance sales person when they meet one.