Clinical Management Consultants Interview Questions
& Process

The interview process usually involves 1-2 on-site meetings with the Manager and a Sr. Recruiter. Then, there's an interview with the owner/CEO, which could be over the phone or in person depending on the office. You'll also need to submit an original writing sample, showing you can write 200/400 word ads. This is like the ads you'd be making many times a day on the job, with each one needing to be done in under 20 minutes, aiming for 1-5 completed daily. A lot of reviews highlight the CEO interview, calling it bizarre. He asks inappropriate things, making you wonder if he even notices how unusual his social skills are. Your respect for him will likely turn into confusion. Don't freak out or assume you won't get the job; most people feel that way after this chat, but it doesn't actually affect hiring. During this CEO part, he'll try to show off how smart he is. Pay attention to this, and if it makes you uncomfortable, it's best to walk away. This attitude gets worse when your salary depends on him. He really loves proving his intelligence, even to the point of being condescending. While employees have let this happen, it doesn't excuse his behavior. I wish I could say more about this process because it's really unique and challenging. My best advice is don't be swayed by a nice office or promises of no micromanagement. A fancy office means nothing if you're just enriching a stingy millionaire.

The office is in a nice building near China Town in SF, with a great view of the Transamerica Pyramid from the Embarcadero area. My prior interview experience matches this description. The CEO's personality is extremely dull and he came off as condescending with his questions and how he carried himself, as if he was suspicious of my genuine interest in the role. He seems to prefer a specific way of talking and speaking. I didn't get any welcoming gestures or smiles from him. He asked about other companies I've applied to and their industries, which I found unprofessional and irrelevant to the job. While I see the business benefit, it doesn't help the applicant. The process is usually a phone interview first, then an onsite if successful for this type of role, but here it's a face-to-face first. If he likes you, you go back for 2-3 more interviews: a group interview with sales reps and other tests. This back-and-forth seems like a waste of time. I'm not sure about my next steps but I probably won't go back. The office had many empty desks, few employees, and was very quiet. No one was on the phone or actively working on computers. The job ad and company's future plans seemed like a joke and a facade to get people excited to join, which is a waste of time because a sales leader should be personable, which he was not.

The recruiter called me out of the blue for a quick phone screen, which was a bit weird since they usually email first. After a few basic questions, I moved to a video interview where they asked about my experiences. Then, I got an assignment to write a mock job ad for a city they picked. Sadly, that's where they ghosted me. I followed up twice by email with no reply, and even called their office about a month later. Someone else answered and mentioned a possible hiring freeze, promising the recruiter would call me back, but they never did. It's super unprofessional to waste 10 minutes on a phone screen, 30 minutes on a video interview, and over an hour on homework, only to be ghosted. As a recruiting agency, they should know better. Everyone, stay away from this company! They don't respect your time!

I talked to a Senior Recruiter and the CEO on 2 separate onsite interviews. I liked coming back for the second interview with the CEO since I could do more research on the company and role after learning from the Sr. Recruiter. I got the job offer that same day and accepted right away. I started the very next day and I'm so happy I made that choice!