Elevated Third Interview Questions
& Process

I got contacted on LinkedIn and then had a chat with the VP of Operations the very next day, who was a really nice person. After that, I was given a paid technical test, which I really appreciated because sometimes companies just don't pay you for tests and then ghost you, which happens a lot. The test involved creating a new concept for a client's website, and it wasn't overly long.

The candidate experience was not great. First, I was asked to complete a cognitive test and a personality test right away, even before speaking with anyone live. The personality test seemed to focus on my ideal job rather than the actual role I applied for, which I have experience in and am qualified for. It felt like the test company misled Elevated Third about its effectiveness. Second, after being rejected, I inquired about providing feedback on the process via a survey or form. Although no formal system is in place, I was informed I could email my feedback to the recruiting coordinator. Third, I received two emails: one from the Recruiting Coordinator (acting as the Recruiter) and another about 12 hours later from a potential recruiter explaining the necessity of the tests, which I had already completed. This second email was a 'do not reply' message. In summary, the personality and cognitive tests felt a bit insulting given my years of experience. Using them as a screening method is flawed. The timing of the emails was also off, which seems like a systemic issue within Recruiting. My suggestion is to either add a note in the initial email mentioning a follow-up explanation of the tests or remove the tests entirely, as even passing would have made me question the company's screening methods.

The hiring process was great and super clear and fast! Around 5 days after applying, a recruiter got in touch asking me to take a Wonderlic test (cognitive and personality). A few days later, I had a ~20 minute screening chat with the Operations Manager about my background and experience. Then, a week later, I had a virtual "in-person" interview that had two parts: a general interview and a technical interview. For the general part, I met with the Operations Manager and VP of Operations. They gave a company intro deck for about half the time, then asked more about my experience and work style. For the technical part, I met with the VP of Creative Strategy and got asked a lot of in-depth questions about my specialty areas in Marketing like SEO and social media management. I got the offer 3 days after that! The whole thing took about 3 weeks. Everyone was really nice, helpful, and respectful.

My interview with Elevated Third spanned 4 weeks, which was quite a commitment. It kicked off with an online personality quiz that I initially suspected was a scam, but it turned out to be a legitimate and expected part of the process. Following that, a recruiter contacted me a few days later to schedule a call. This call was with the recruiter and the Director of Operations. They were pleasant, and the conversation was straightforward, leading me to the next stage. After that, I was asked to provide my references and prepare for a two-part in-person interview. The first part was a 75-minute session with the VP and CEO, focusing mainly on my past experience chronologically. The second part, lasting 60 minutes, delved into my specific field, strategies, and hypothetical scenarios, and involved two other company employees. Then, I was invited to interview the existing internal team, which I appreciated as a chance to understand their dynamics. I was also asked to submit my references again, which was a bit redundant but manageable. The interaction with the internal team was positive; everyone was welcoming, friendly, and seemed passionate about their work. However, after a week of silence, I received a standard rejection email. This was surprising, given their stated core value of empathy, which was emphasized throughout the interviews. My disappointment isn't about not being selected, as I understand many talented individuals exist. However, receiving a generic email after investing significant time in interviews, reference checks, and more felt inconsistent with their values.