Everspring Instructional Designer Interview Questions
& Process

I started with a phone screen with David to go over my background and interest in Everspring. He thought I was a good match and sent my info to the hiring manager. They were interested, so I had a one-on-one phone interview with the hiring manager who told me more about the job, team, and Everspring. We talked about my work style, how I manage projects and stay organized, and how I create online courses. Then came two video interviews. The first involved an assessment to check my instructional and curriculum design, analysis, and prioritization skills. The second was a group interview with the hiring manager and other team members where we discussed my instructional design and education background, project management abilities, and work style. After that, I had to do a practicum to test my instructional and curriculum design skills. Finally, I had a 30-minute video chat with two supervisors about my background, why I want to work at Everspring, and my work habits. After that, they offered me the job! My interview experience at Everspring was great. Everyone was super friendly and seemed really into their work and education. I felt really comfortable and welcome in all the interviews. David was awesome throughout, keeping me updated on who I'd meet and helping me get ready. I felt prepared for each interview, which made it way less stressful!

The initial phone screen was pretty standard. Setting up the in-person interview was a mess though, with two different dates sent out with the same info. I confirmed one, and then was surprised to be asked why I missed the earlier one, even though I had the calendar invite for the second date and had confirmed that one. Another interview was set up, and I was told there would be technical skill-testing and a panel interview with up to 9 people. They sent an agenda for a 3-hour process, over lunchtime, but didn't provide lunch. When I got there, I was only offered a warm bottle of water as I walked into a hot conference room. Two people were video conferencing, and three others were in the room. Right away, it felt less like an interview and more like a guessing game. Instead of typical HR questions, I was asked about handling 'older, set in their ways' SMEs, which felt like a 'guess what I'm thinking' game with one person. Another person followed up with a quiz question about LMS systems, which as an ID, I don't usually deal with directly since I typically work with an LMS administrator. Unfazed, I was repeatedly asked about LMS systems and other things outside a typical ID role. I noticed the lack of diversity and the older team members, which seemed to explain the focus on working with resistant clients and these non-traditional evaluation questions. I left before the first of the three parts of the interviews concluded. They use Canvas for all their ID work, so if you're strong in that and course construction with assets and content, apply. If you have gamification experience in HTML environments, also apply. Otherwise, probably skip this one.

I had two phone interviews. The first one was with a recruiter who was leaving the company the next day, so I was going to be transferred to another recruiter. He only spoke to me for about 10 minutes, then had me email him bullet points for why I thought I was a good fit. The second interview was with the Learning Director, and it was great. She was professional, friendly, and helpful answering my questions. She asked expected questions and explained the job well.