eClinical Solutions Interview Questions
& Process

I applied online. The recruiter reached out to schedule a first round interview where we talked about the role and the team. Then I had to complete an assessment. After that, there was a long silence and I never heard back, even though they kept reposting the job.

I had an initial recruiter call where we discussed benefits and the role. The recruiter outlined the entire interview process and even gave me a potential start date, mentioning she'd expedite my application to management. This was reassuring. After another company extended me an offer, I informed eClinical. The recruiter assured me the process would be swift, concluding within two weeks. However, I was ghosted for a week. Only after my external recruiter contacted eClinical did they send a rejection email. The lack of transparency was disappointing, and I found the use of an IQ test during the process quite disturbing.

The hiring process moved really fast, with a couple of phone interviews followed by a few hours onsite meeting different people. Just so you know, eClinical uses a personality test called the Predictive Index (PI) to make hiring decisions. If your personality doesn't match their specific profile, they'll reject you immediately, no matter your experience, skills, or how well you did in the interviews. The company was super eager and rushed me through the process, only to give me a brief rejection with no real explanation. Unlike other places that use the PI, they weren't upfront about it or how much it mattered. They'll put good candidates through multiple interview rounds quickly, which feels like a waste of everyone's time and effort. Even though I liked the interviewers and thought the questions were great and relevant, I feel like I avoided a bad situation because of this practice. The PI can be useful for understanding people, but it shouldn't replace actual human interaction and skill assessment. I'm giving a positive rating because I appreciated the thoughtful questions and how thorough everyone was. Many interviews don't have relevant questions to gauge skills and knowledge, but this one did. It's a shame the PI overrides what's learned in the interviews. My suggestion to the company would be to be open about the PI and give it before the multiple interview rounds. Other companies I've talked to that use this method do it this way so that no one wastes time assessing skills or scheduling interviews for candidates who aren't a perfect fit for their mold.

First, I had a phone call with a director. After that, there was a 2-hour computer-based test using Woven with three different test scenarios. The browser test environment was not a typical development environment and had many limitations. This felt like a poor way to assess a developer's knowledge of the domain. I did not get to speak with any peers on the development team. If I didn't pass the test, there was no next round.