DHI Group Interview Questions
& Process

The meetings were kind of all over the place. It took over a week to get some of them scheduled. Most people I talked to said the team culture was bad. It felt like a really junior team, and they didn't really have a structure for their questions. The meetings were also super short. The recruiter just disappeared after the first call.

The initial interview with the recruiter was great, lasting 40 minutes. We discussed my job history and some basic questions. Since it wasn't the right fit, she said she'd follow up in a week, and she did with a quick 15-minute call to schedule the next interview with the Sales leadership team. This is where things got weird. The interview was rescheduled the day of, but I went along with it. Then, during the 30-minute interview, I was only asked one question: why I wanted to leave my current role. My answer led into my current responsibilities, and then, about 10 minutes in, he asked about my current employer's sister brands for about 6 minutes. It felt like he was fishing for information, and it wasn't relevant to the interview. He didn't ask any other questions about my experience, which made me wonder if he was disinterested or just a poor interviewer. He seemed kind of lazy. At the 16-minute mark, he asked if I had questions. I asked 4-5 about the role, but he didn't seem engaged. In the final 3 minutes, I asked about any hesitation he had. He stated my staffing sales leadership experience wasn't SaaS, which is fair, though sales is sales regardless of the industry. Ironically, he used to work in staffing himself! I was unimpressed with his interviewing skills and didn't believe he had a better aptitude for SaaS sales than me. Overall, the Sales leadership came across as lazy.

The interview process was pretty extensive. It started with a recruiter chat, then I spoke with the hiring manager, followed by HR, and wrapped up with the executive in charge of the department. The questions felt pretty standard, so I was ready. They gave me a good amount of time to ask my own questions and clearly explained what I needed to know at each step. It took a while overall, about 3-4 weeks from start to finish before they extended a job offer, mainly because there were several interviews, but things moved pretty smoothly.

I applied for a role the company called Program Director, which was a Director, Program Management position, through a staffing agency I'd used before. The whole process took 6 weeks and involved 10 interviews. The first two were phone screens, one with HR and the second with the hiring manager. Then, I had 5 interviews onsite for about 4.5 hours with VPs from Creative, Product, Development, Talent, and the hiring manager again. They brought me back onsite for an eighth interview with another VP who wasn't available previously. I felt good about my chances because the role seemed to match my background and skills, and the interviews went well. At this point, they told me it was down to me and another candidate, an internal recruit. They decided they needed a final decision so they asked both of us back to give a presentation. I got the topics 4 days before the interview. For the ninth interview, I presented a 25-slide deck in 45 minutes to a leadership panel with people I'd met before. After that presentation, for the tenth interview, I met with one more person in a similar role but a different work stream. Two days after that, I was told they weren't moving forward with me. After 10 interviews, 8+ hours, and 30+ hours of prep over 6 weeks, the only feedback I got was that my agile experience wasn't strong enough in the presentation. I'm confident in my agile skills, more so than anyone I met, and agile was barely mentioned in the job description, which called for a mix of traditional and agile methods, which is what I presented. Their feedback is weak, unprofessional, and unacceptable. Apparently, the other candidate dropped out because he was too nervous to give his presentation, yet leadership claimed they thought he had more depth than me, which is why we had the presentation stage. It's a shame because I was excited to help this company, but they don't seem to know what they want. They missed out on a great asset, and I'm very disappointed. I'll find something better.