Cro Metrics Interview Questions
& Process

The pro side was that it was a paid interview, but the con is that it took too much time. They set you up like a team member, giving you access and a "buddy." Mine was okay. I completed every task and got good feedback. Then, I was told I didn't move on right before spending two days working on a take-home project. The only plus was that I was paid for my time. Right as I contacted my buddy to submit my assignment, I received a rejection email before I even had a chance to present it.

I interviewed with CroMetrics a few years ago for a Program Manager role. The first interview went well and I was invited to the next step, which was a paid interview process. Everyone I interacted with was great, professional, and helpful. However, the process required a significant time commitment, about 10-12 hours spread over two weeks. I realized this was too much to balance with my current full-time job, as I wasn't comfortable dedicating that much time to a new opportunity while still employed. It's an interesting concept to get paid for the interview time and it makes sense from a company's perspective to assess fit, but I felt it would be difficult to fully engage during business hours and participate in Slack conversations without impacting my current job. I had to withdraw politely. The team was very understanding and professional, and I believe CroMetrics is a great place to work if you can commit to their hiring process.

The initial screening was a good call and I was advanced to the next stage, which involved creating an email based on a client situation (past or hypothetical) to demonstrate my approach. I was then asked to expand on one of the points in the email. Following that, I was invited to their paid interview process. They claim to be candidate-positive and aim to avoid wasting time. However, paying candidates doesn't negate the possibility of wasting their time. They require setting up accounts as if you were an employee, even though there's another interview before the paid work/skill assessment. I was rejected without any explanation, just that they were moving on with other candidates, and the role was reposted right after. This contradicts their claims of transparency and honesty. I usually don't leave negative reviews, but I felt compelled to share this experience to help others avoid it. This process has left a very bad impression, to the point where I will now decline or avoid applying to companies with similar interview structures.

If you already have a job, don't bother with CRO Metrics' paid interview. It's more like trying to join a club than applying for a job. They expect you to be available and won't cut you any slack for having to juggle this with your main job, which takes 40-50 hours. Some reviews say 'I was always the smartest marketing person in the room at companies I used to work at, and I had no idea how awesome it would be if I worked on a team with 40+ people who were the exact same.' This kinda sums up the arrogant, self-congratulatory group you'd be trying to join. The tasks are designed to trip you up. They're unnecessarily complicated with intentional traps, so have fun with that. If you manage to avoid them, like I did, you'll get inconsistent and contradictory feedback. They'll tell you to slow down and focus on quality, then that you're not fast enough and need to speed up. Then, they'll say you're too fast and need to be more proactive. You might show initiative, but the task you pick might not even be doable by interviewees, even though they never mention that. They'll want more work from you one week, but then say they're all caught up and you shouldn't work the weekend. They'll tell you to regroup on Monday, and then Monday comes and they say you're not a good fit. Bye! My supervisor bragged about how few people convert from paid interviews to hires. He also mentioned that others were close to an offer but got cut because they couldn't handle two jobs. These people clearly enjoy rejecting candidates. This, along with high turnover (look at the negative reviews since Q4 2018), explains why a 10-year-old company has fewer than 50 employees. Save yourself a favor and check out other places.