Carta Recruiter Interview Questions
& Process

I was contacted for a phone interview with a recruiter about a week after applying. The recruiter was pleasant, informative, and engaging, and an invite to connect with the hiring manager was sent immediately after. A minute before the virtual interview with the HM was to start, she sent an e-mail asking to reschedule. Despite sending my availability for another call, I didn't receive a response for almost a week. When I finally got to connect with the hiring manager, which she arrived to late, she seemed disinterested and didn't care (or remember?) to address the first missed interview. A few days later, I received a generic rejection e-mail worded exactly like reviews for recruiting positions stated below. It was such a disappointing interview experience, and shockingly from talent acquisition professionals. That speaks loudly.

So I had this recruiter screen with one of the recruiters on the team. They were actually late to our call, and then most of the time was spent with them reading off a script. They only asked one question about my experience and didn't ask any follow-up questions to really figure out if I was a good fit. I got an email the same day saying I was moving on to talk to the hiring manager. But the minute our video interview was supposed to start, I got an email asking to reschedule. I gave them more times I was available, but then I didn't hear back about a new time. I emailed the hiring manager again, and they apologized, said the recruiter would reach out to reschedule, and that they were 'looking forward to our conversation.' The very next email I got from the recruiter was actually a rejection. Ironically, the email thanked me for taking the time to connect with the hiring manager, even though I never actually spoke to them. Honestly, the whole thing felt super disorganized. It was literally just the first couple of steps in the process, and that alone made me lose faith in their hiring. I was really hoping the rest of the process, or at least their response to messing up, would be better. But if a company and a potential manager are okay with totally misleading someone, ghosting them, and not giving any real explanation, that's a massive red flag for me.

First, there was a recruiter screen, followed by a chat with the hiring manager. Then, a take-home assignment was given, which was due the day before the onsite interviews. This take-home assignment was used as part of the onsite discussion. After passing the onsite, there was a final chat with the Head of Recruiting.