CTS (Computer Technology Solutions) Interview Questions
& Process

A recruiter coordinator named Kelly from CTS reached out to me on LinkedIn after seeing a post I made to a Google+ SharePoint group. She wanted to set up an initial phone interview. During the call, she talked about the company culture as seen on their website. I discussed some of my past projects and highlighted parts of my resume. The call was about 45 minutes long. The job posting said the role was in Atlanta, but she mentioned it was actually in Chattanooga. I said I was open to relocating, and she seemed unsure if they were looking for someone who needed to relocate. Even though I was very qualified, I didn't hear back. The interviewer seemed a bit scattered and didn't seem to know much about the actual job.

I first connected with the recruiter through my University. Then, I had a Skype interview with the recruiter and an analyst. After that, I moved on to a group interview with other potential interns. In this interview, a senior consultant, the office director, and the recruiter talked about the company and asked us personal and technical questions. They asked things like how to write a program to compute the Fibonacci sequence, to describe MVC, and to talk about how the Internet works. I got an offer for the summer internship after the interview. Overall, it was a great experience and I really recommend this company.

The interview process was thorough and well coordinated. CTS is meticulous about who they hire and it shows. Their interview process is the heart of the reason why they have such a high employee retention rate. Recruiters are well trained to keep in constant communication, even if the process can take over a month. As a potential employee, you are never left in the dark about where you are in the process. My experience started with a brief phone interview with a recruiter. The initial conversation was relaxed and relevant. The recruiter explained in detail what the position was, the company culture and the business reason why the position was being created. She was open and honest about the challenges the position would have, but was also very optimistic about it. Our conversation flowed naturally, allowing for each of us to ask pertinent questions and answer them thoughtfully. The 2nd phone interview was with the company president. His questions were more targeted and challenging but the conversation also flowed naturally as we discussed my career history, his vision for marketing for CTS, his history with the company, why he liked working there, etc. The 3rd interview was with several key leaders within the company. It was obvious they had done their homework in reviewing my writing samples, resume' and design samples. I was impressed with the amount of knowledge that had been shared with them from my previous interviewers. It was clear that communication throughout the company was excellent. When given the opportunity to ask questions, I had quite a long list and some I thought were quite challenging, but each person answered them thoroughly and with great detail. What I admired is that if they were unsure how to answer a question, they were honest about it. What came through about CTS during this process was that they knew how to define themselves as a company, knew what they wanted to accomplish and made sure that I knew exactly what the expectation of the job was. That is rare and very commendable.

I first found out about CTS through campus recruiting, which was a basic initial screen. After that, I had a Skype interview with two interviewers. They alternated between asking technical and behavioral questions. The behavioral questions were all about my past experience and what's on my resume. The technical questions were about Java. This was followed by an onsite interview, which again had both technical and behavioral parts.