cxLoyalty Interview Questions
& Process

I applied and was contacted by a JP Morgan recruiter, which led to interviews. First with the hiring manager, then two team members, and finally a senior leader overseeing the department. The interviews were alright. I really liked the hiring manager; he was humble and candid about company challenges, including during COVID. The other interviewers were also fine, and the top leader was okay. My main issue was his emphasis on a 90-day game plan. I personally think a 90-day plan is a poor idea. I've thrived in my current role, not necessarily as a star player in the first 90 days, but over 8 years I've built trust and managed many successful products and projects. Judging someone's entire fit and role after just 90 days in a new position, especially with a similar background, seems premature. A year is a more reasonable timeframe, maybe even 6-9 months, but not 90 days, especially when the start date falls around the holiday season, effectively shortening the 90 days. I had to decline the offer due to a personal family matter. They wouldn't let me postpone my start date until after the holidays to handle my family situation, and they also declined to offer any relocation assistance for the role in Richmond, VA (they also had openings in Minneapolis and Dallas/Ft. Worth areas). My advice to them: offer relocation assistance if you require people in the office for roles that worked well remotely for 2.5 years. Also, be more flexible with start dates when a legitimate issue arises; it's better to get an employee three months later than to search for someone for nine months to fill the same role. I was interested in the job, but I couldn't control the family situation that required me to delay my start.

Started with a good recruiter contact, nice to talk to and quick to respond and schedule. The next interview was with two Directors after a basic questions call. It was unprofessional, one interviewer stayed off video, so I saw myself the whole time. The job listing said 1-2 years of experience, but they seemed to want someone with 7+ years. They didn't have prepared questions. I was asked why I wanted to leave a better company for JPMorgan and about my daily software use. One interviewer cut me off saying they'd heard enough. It was a waste of time and reflects poorly on the company. I'd be embarrassed if I led this company given the talent caliber.

It started with an external HR person, who was professional. The whole process took 2 months. It got progressively harder. Technical interviewers were a bit flaky. An Enterprise Solutions / IT Architect missed an initial 6 AM EST interview, but we rescheduled. This interview covered business architecture, solutions architecture, and integration patterns. It was tough, but I felt good about it, leading to a second interview with the Sr. Director / Chief Architect. However, the Sr. Director / Chief Architect sent someone else, who I think was also a Technical Solutions Architect. I thought this interview went well, despite the actual outcome. I figured my AWS certification and experience in a previous solutions architecture role would be a plus, especially since cxLoyalty is an AWS shop. I thanked the HR person. Your experience may differ.

The interview was pretty chill and relaxed, mostly like a casual chat. It was with the HR manager and the finance head. We discussed things like the company culture and working environment, and sometimes about my current job. Honestly, it felt more like a normal conversation than a formal interview. They mentioned they'd get back to me in about a week, but I haven't heard anything since. I guess they either hired someone else or I'm on a backup list.