Communities In Schools Interview Questions
& Process

The interview process was easy and the questions felt relevant to the job. It was well paced, and I was able to answer questions, but also got to ask questions at the end. The staff were great.

I applied for the Chief Human Resources Officer position and was contacted via email to set up an in-person interview scheduled for two weeks out. However, my initial reservations about the professionalism of the setting started immediately and only grew throughout the interview. I ended up withdrawing my application post-interview. When I arrived, I was told to park in their lot, which was being repaved, and I hadn't been warned about this. The company's president met me dressed in a hoodie, which set the stage for what turned out to be a rather unprofessional atmosphere. Early on, they gave me a long explanation about how they were struggling to find the right 'culture fit,' which struck me as a red flag based on my experience. It became apparent that their definition of 'culture' leaned more towards being part of an exclusive group rather than cultivating a professional and inclusive workplace. For instance, I was asked how I would earn the trust and respect of their leadership team, whom they described as a group that had 'worked hard to form tight bonds.' As someone in HR, I believe in maintaining professional boundaries, and I found it concerning that forming close personal connections seemed to be a key aspect of this role. Another red flag was when they inquired about how I would encourage managers to 'be more understanding of the gray' in policy interpretation. HR's function is to minimize risk by enforcing clear, well-communicated policies, so this was alarming. Encouraging ambiguity in policy application is risky and contradicts the purpose of having established standards. When I questioned them about potential issues with tribal knowledge, they seemed defensive, further suggesting a reluctance to address internal challenges. Ultimately, I left with the impression that this was not an environment that adhered to professional HR standards, and I suspected it could present significant legal risks. For me, as a certified professional, it wasn't worth the potential risk to proceed further.

This hiring process took over two and a half months, and I often felt I had to prompt the talent specialist to move things forward. The assigned individual for this role would disappear for weeks at a time. Applied in early May. Had an initial screening with the talent specialist at the end of May. Then, a panel interview with the fundraising staff at the end of June. Received the rejection email in the first week of August, on the same day I left my second voicemail asking about the status. Overall, the process was ridiculous and unprofessional. It's not okay to string candidates along for so long.

Applied online through the Communities in Schools website on 1/10/22. Received a call for an initial interview around 1/19/22. This was a 20-minute phone interview with the HR manager who was very kind and welcoming, making it feel like a conversation. She mentioned passing my application to the hiring manager. A few days later, I got an email for a virtual panel interview with 2 staff members (supervisor & Sr. Field Director). They were also warm and welcoming, introduced themselves, highlighted benefits, and answered initial questions before their own questions. They finished by welcoming my questions and gave a timeline for hearing back. I received an offer the next day!