CampusLogic Interview Questions
& Process

The interview process started with a phone call, followed by panel interviews, and then an online and in-person skills assessment. They asked questions about my work experience, my knowledge of CampusLogic (research is key!), and my career goals. I was referred by someone, and they were looking to hire someone for the next year. The interview had more steps than I'm used to, and I talked to a lot of people, but it was a positive experience. It seems like CampusLogic really cares about who they hire and wants to ensure they put the right people in the right roles.

I had a call with a recruiter and then 2 different phone screen conversations. One was more personal and the other was technical with the technical lead. Both went well and the recruiter gave me positive feedback. She set up a follow-up call to talk about my call with the technical manager, but she didn't show up. I emailed her a few times to reschedule. Then, a day or two later, I hadn't heard anything, so I emailed the recruiter again and still heard nothing. I never heard back, not even a rejection. Basically, they ghosted me out of nowhere after everything was going really well.

The interview process was a bit longer than average, but at the end of your reading, you will understand why it's done in this format. The first interview (Hr Phone Screen) and the second interview (Technical Phone Screen) were pretty close, with adequate time given to complete CampusLogic's traditional challenge, that I won't list here, which leads to the third and final step (In-Person Panel Interview) where I met with the team to describe the challenges faced while coming up with the solution. At no point, I was left out of the loop in regards to where and what was going on with the interview process. Sasha Robinson did an excellent job of following up and giving me the estimated time for next steps. If you get to meet the people there; you will be crying to work there based on the hospitality and friendliness of the staff. I had to do two panel interviews, I thought it would've been nerve-racking, but the environment was relaxed I felt like I've been on the team prior. My conclusion on the vetting process is, it might seem long or your experience might differ but it is more than worth it when you meet the people you will be working with and what the company's goals are.

I applied online and heard back from People Ops about two weeks later to schedule a phone screen. We mostly talked about my resume and some interests; it was very relaxed and friendly. About a week after that, I was invited for an onsite interview. The interview felt even more laid back, and I could tell they really wanted me to feel welcome and comfortable. It felt like a conversation, mainly discussing culture and career goals. I never felt pressured to answer questions "correctly" like in a typical interview. They got back to me about three weeks later, letting me know they were passing on me because I had less experience/education. Clearly, the competition was tough! It was a great experience overall, and I wish more companies would interview this way. It makes a good impression and shows they value culture, not just performance.