Ditech Financial Interview Questions
& Process

I got a call from the company Recruiter and that interview went really well. A week later, I spoke with the hiring manager on the phone, and that also went great. The manager said the Recruiter would call me to set up an onsite interview. I expected to hear back the same day. But after a couple days, I hadn't heard back to schedule the onsite, so I emailed the Recruiter. She said she was waiting for the hiring manager to give her the interview details. After a few more days and still no word, I emailed again, and was told the same thing. Finally, a week after speaking with the Hiring Manager, the Recruiter called to say they had changed their minds about bringing me in because of my email inquiries. It seems my eagerness and interest scared them off. I guess that's a lesson learned for me, but it also seems a little short-sighted and moody on their part. I was a perfect fit for the role.

Submitted through one of the many recruiting agencies they're using. First, a phone screen, then a face-to-face interview. Usually, you'll talk to three people who ask questions in turns. They were all very polite and easy to talk to. Several technical questions came up about stored procedures, CTEs, and moving data from MSP to their new system because the company took over for Greentree financial and is switching systems. The problem is, several versions of this job have appeared often in the last 8-10 months, possibly due to high turnover. It's unclear if the roles are truly contract or contract-to-hire. They use multiple agencies, and rates vary a lot, so I'd wait and compare offers before being submitted. Also, don't expect feedback if you don't get the job. The people I met were friendly and would likely be nice to work with, but it feels like they're just trying to fill spots for the project.

I had a phone screen with the recruiter, then a call with the hiring manager. After that, I went in for a 2-hour in-person interview. I met with the hiring manager, the CMO, and some other marketing folks. While most of the interactions were good, one person was really unprofessional, rude, and argumentative. His tone was way out of line for an interview, and some of the questions he asked were just disrespectful. His whole vibe really put me off from joining the team or the company.

The interview process felt informal but was quite rigorous. Dan McLaren uses personality assessment questions to identify candidates who are too sales-oriented, and to gauge their confidence and communication abilities.