Gallup Interview Questions
& Process

After passing the recruiter screen, you'll start with a behavioral assessment. If that goes well, you'll interview with your hiring manager. Following that, expect interviews with their boss, the team, and potentially the executive overseeing the entire department. The actual interview portion heavily focuses on job fit and cultural fit, with a strong emphasis on behavioral assessments.

The recruiter was super nice. My first interview with the hiring manager went great, I felt really good about it. The final round had three 30-minute interviews back-to-back, then a 25-minute presentation I had to give based on a prompt. After that, there was a 20-minute panel Q&A with all four interviewers. I spent a lot of time preparing the presentation, which was based on a prompt sent a week before. But after the final round, it was obvious they shouldn't have brought me this far. I felt humiliated. They said they'd get back to me in a week. Eight days later, the hiring manager called, sounding cold, and said I wasn't a fit because of the people I'd be working with, implying I was beneath them. I knew I wouldn't get the job and was embarrassed, but their explanation and tone made me feel even worse. Be careful if they hype you up. Unless you're an absolute all-star with tons of confidence and self-esteem, don't bother.

I went through three interviews. First, I spoke with a recruiter to see if I was a good fit. Then, I had a meeting with the department management. Finally, I interviewed with someone who had recently been hired as a graduate. They mostly asked about my Gallup CliftonStrengths and how I apply them in my academic and professional activities, and also whether I lean towards working alone or collaboratively. The interviews felt less about assessing my technical skills and more about getting to know me as a person.

The entire process took about 5-6 weeks. It started with my application, followed by a 1-hour talent assessment. These assessments didn't seem relevant to the actual job and felt more like a data collection tactic, as they were never brought up in discussions. The email called it a 'second interview,' but I don't really buy that. Next was an HR phone screen (45 minutes). For a company focused on employee support, they didn't seem to value their own staff's time or compensation. The salary offered was on the lower end for a coordinator role. I was told it was firm, and that some people decline because they feel like they're 'leaving money on the table' by accepting. If that's the case, why not offer a fair wage? I said it was fine, but I wasn't happy about it. They mentioned the position was super competitive, which I found hard to believe at that salary. After that, I submitted my writing samples. It took almost 2.5 weeks for them to review them, with no updates during that time. Finally, the recruiter left a voicemail with an update. When I called back, they informed me over the phone that I didn't get the role. They could have just emailed me that news. I didn't appreciate that or the overall experience, which felt very time-consuming and like a waste of time.