Divert Interview Questions
& Process

The interview process involved an unprofessional hiring panel at the local level. It seemed like none of them had proper training on interview etiquette. Based on their own lack of interest in the company and enthusiasm, it just did not seem like a place I would enjoy working. It's important to remember interviews are a two-sided process; candidates are also gauging their interest in working for the company. I couldn't even pretend to be interested during the interview.

We started with an initial recruiter call, then I spoke with two VPs. After that, I had a call with the CEO. Then, there was a 90-minute take-home project where I had to present my work to 4 VPs. It's an interesting business with a passionate CEO, but the recruiting process felt unprofessional. They ignored my conflicting job offer deadline even after I acknowledged it. When I gave constructive feedback on the process, they called me back and told me I was wrong.

The interview had a few steps: a phone interview, a zoom interview, a project, and then an in-person interview. The whole thing took about 3 weeks. After a few days waiting for a response, I got a call from HR. They said I was the best candidate, but they decided to split the job into two new roles with lower pay. I'm pretty bummed because I put in a lot of time and effort, and I was really excited about the Analytics Team. Nothing they said about the job made it sound like splitting it up was needed. I was ready to travel, learn the business, and use their tech to help them out. It's possible they used candidates to figure out what they needed, but it feels unethical and like a waste of my time. Maybe they just didn't want to pay market rate. Whatever the reason, I won't be applying to Divert again.

I went through 3 rounds of interviews. The first was with HR, the second with the hiring manager, and the third involved meeting some team members. It was a positive experience, and I could sense the team's passion for the company. They don't have standard behavioral questions, so the interviews can be what you make of them. Since this was a new role and there wasn't an established procurement function, I sometimes had to lead the conversation to understand the company's current processes, as the interviewers didn't always have a strong background in standard procurement procedures. My main advice is to be prepared to ask probing questions about the role itself (though this might differ if the department is already set up). It was clear that the team was very interested in process improvement and receptive to feedback and change, which was a major factor in my decision to accept the offer. Also, the company's mission resonated strongly with the team, and they were genuinely motivated to make a positive impact.