Eagle Creek Software Services Interview Questions
& Process

First, I had a chat with a recruiter over the phone. After that, I had a phone interview with three people from upper management. They also sent me an assessment test to check my personality and intelligence. Finally, they flew me out to Pierre for two days for an in-person interview. During that time, I also got a tour of the facility and the town. They really seemed to be trying to sell the location since most grads don't want to move to a town of 16,000 for at least two years.

Once you narrow down your candidate pool to a few top contenders, consider using pre-employment assessments to gain insight into their thinking processes. Tools like DiSC or Wonderlic are good options, but there are others. I also strongly suggest a pre-hire project that mimics daily tasks in the residential building products industry to reveal a candidate's strengths and efficiency. These selection tools should be the final step, used on no more than 2-3 candidates to confirm your decision and verify they have the essential skills for success.

The hiring process involved four interviews: two technical ones and two more general ones. These were spread out over several days to a week, and the entire thing took about a month. The technical questions focused on my background and specific issues I'd faced and how I resolved them, not really like "how would you sort this list" type algorithmic questions (though that might differ by interviewer). The non-technical ones were pretty chill, seeming like a vibe check or a "get to know you" type of thing.

We start with a phone call to check your interest. Then, you'll get a link for a "personally" test, which was a bit odd. After that, there's a video call where you'll learn more and answer some pretty straightforward technical questions. The last step is coming in person for the final interview and to see the office.