EPIC Insurance Brokers and Consultants Interview Questions
& Process

I went through three interviews. The first was with the chief actuary to test my knowledge. Then, I had an interview with the account executive to see if I'd be a good cultural fit and fun to work with. The final interview was with my future manager and the regional president to gauge my commitment and ensure I was a good fit for the role.

The interview process started off really well. The initial phone screen went great, and the interview with the head of Talent Acquisition was also very positive. Following that, I had an interview with the department head, which also went very well, and there was a strong mutual interest. However, things took a turn when I met a team member who was at a lower level than the previous interviewers. It seemed like she had an issue with me from the start and doubted my ability to do the job, despite my 8 years of experience. She made comments about my coaching background that contradicted what the department head had said about the role, making it feel like I was interviewing for a completely different position. Her comments made it clear I didn't have a fair chance. As the interview concluded, she asked me to email her with any questions, but never provided her contact information. Shortly after, I emailed the recruiter for clarification on the job responsibilities and received an automatic rejection almost immediately. Interestingly, within two weeks, I was contacted by staffing agencies who described me as a perfect fit for the role, echoing the sentiments of the two senior managers I initially met with. Unfortunately, one team member's apparent bias ended my candidacy. The first three interviewers did apologize for the outcome after I provided feedback, but it didn't change the rejection. I missed out on a role due to one team member's unpreparedness and potential bias. It's concerning that three months later, they posted a similar, more junior role, and the original position was never filled. It seems they allowed an inexperienced or biased team member to significantly impact the hiring decision for a high-demand position, which is baffling given the current job market. They emphasized culture throughout the process, yet this situation undermines that. It's perplexing why senior leaders would defer to a lower-level team member in hiring decisions. In my 20+ years of interviewing experience, both as a candidate and a hiring manager, I've never witnessed anything like this.

I had my first interview for this role. I interviewed with three people who were all at different levels in the company. The interview went great. I was talking to them through a staffing agency and the recruiter told me that the feedback from my interview was great, so I thought I had it in the bag! I sent two more follow up emails the next week and a half. Then the staffing agency told me I didn't get the job. They told me during my interview that experience in insurance wasn't needed, but they ended up hiring someone with insurance experience.

A headhunter who often helps this company hire told me about the job. First, I sent in my resume. Then, I interviewed with the department's Director. After that, there was a group interview with people I would be working with. The interviews weren't too tough. The Director met me at a restaurant for the in-person part. In the group interview, they asked a lot about my experience with daily tasks and how well I work with others. Seeing their San Francisco office, the team I was interviewing with seemed nice.