Corvee Interview Questions
& Process

Initially I didn't plan to write a review, but seeing other feedback made me want to share my own experience. The co-founders initially seemed to know what they wanted and were very invested, but it turned out to be a show. They didn't seem to mind wasting people's time – I ended up meeting with pretty much everyone who would report to me, plus a lot of the senior leaders. They even invited me to their offsite, but then suddenly decided I wasn't a good fit. It really felt like they were just looking for free insights without any real intention of hiring someone. What's worse, they never filled the role and kept looking for almost a year. This place seems really messed up, with a weak senior leadership team. Their product isn't nearly as cutting-edge as they pretend it is.

The interview process felt overly long and complicated. I went through three stages, including a technical test, but then they told me the position was on hold. It seemed like they prioritize their profits over potential employees. They kept saying they're a lean team and not looking to expand, which I get, but it sounded less like they're agile and more like they expect people to burn out. Also, if you check out their leadership page, their transparency in the interview process is about as clear as their stated commitment to being a diverse, culture-driven company.

Applied through LinkedIn Easy Apply, and after 4 days, I got an email with a Calendly link to set up my first interview. The first interview was a 30-minute Zoom call with the Chief of Staff. After that, there was a technical assessment focusing on payroll calculations. Then, a 1-hour Zoom call for a background interview with the Sr. Director of Finance & Accounting. A personality test followed this. Next, there was a 1-hour Zoom interview for culture with the VP of HR and the COO. The final interview was a 1-hour Zoom with the CEO. After that, I had a 10-minute Zoom call where they extended the job offer. The whole thing took just under 4 weeks. It felt long, but I liked that they were serious about finding the right person. They kept me in the loop about what was next and were quick to schedule interviews. I really liked everyone I talked to; they were super friendly and easy to talk to, making it feel more like a chat than an interview. The company values really clicked with me, which is what I wanted. It was clear that company culture is a big deal and they put thought into it. Talking to the CEO really sealed the deal for me about wanting to work there; his passion for the company and its success was obvious. I just knew he was someone I wanted to work for. I got the offer and accepted!

This phone screening was super awkward and old-fashioned. The interviewer seemed nice but was a bit condescending, I think I saw her roll her eyes. It started normally, asking about my experience and why I'm looking for a new job. Then it got weird. She asked for six strengths and weaknesses with detailed examples for each, which is way too many and too much detail. She then wanted the full names, titles, and companies of my current and previous three bosses to ask them for feedback. I wasn't comfortable with that because I don't want my current supervisor knowing I'm looking. It felt intrusive and unprofessional. At the end, she told me the salary, which was around $65K base. If I'd known that beforehand, I would have declined. It's way below market rate. She never asked if I had any questions, which was the final red flag. A screening should be a two-way conversation, not just them asking me questions. My advice is to be upfront about salary and ask candidates if they have questions about the role or company. Also, don't make an initial screening feel like a college paper needing multiple sources.