Diverse Staffing Interview Questions
& Process

I had an initial screening for a CSM role (Sales) with a managing director. The meeting lasted an hour, and for about 45 minutes, I was asked really basic questions, the kind you'd ask a recent graduate. Considering I have over 10 years in this industry, with 6 of those in the exact same role, vertical, and territory they're hiring for, I expected a more engaging conversation and strategic questions. There wasn't any time for my questions. The last 15 minutes were spent on a presentation where they tried to sell me on the compensation package. In that package, they even included the employer's cost for statutory health care benefits, which a company this size is legally required to offer, as part of the 'OTE.' The interviewer also made some negative comments about the previous employee who left for personal reasons, and threw in a comment about people being lazy and not wanting to work. Lots of red flags, so I withdrew my application.

The interview process started positively with interactive chats with the talent acquisition team. After the first two rounds, I was asked for professional references. Then, I was ghosted. Despite multiple follow-ups, I eventually had an in-person interview that lasted an hour, after which I was ghosted again. It was a very strange experience, especially having my references checked and then being ignored.

The interview process was quite thorough. It began with a brief email exchange, followed by a quick phone screening. After that, I had a Zoom interview, and finally, I was asked to come in person to interview with a few executive leaders. I provided professional references, and then I didn't hear anything else back, not even a rejection email.

The interview process was a great experience overall. It typically involves about 3 interviews and some assessments. They seem focused on finding the best job fit for you. It's important to ask a lot of questions and come prepared with your own questions.