Garver Interview Questions
& Process

A recruiter from Garver reached out to me directly. In our first chat, he mentioned the hiring manager was interested in interviewing me. He also double-checked my salary expectation, which I had listed upfront and was within the range. I confirmed it was my minimum, and he said he'd schedule an interview soon. That interview never happened. I waited a bit, then followed up to see if it was still being set up. No reply. I get that recruiting priorities change and not everyone moves forward, which is fine. But ghosting instead of having a direct conversation about compensation concerns isn't cool. I won't be applying there again or recommending them based on this. Respecting candidates' time and keeping them in the loop means a lot — something they clearly don't value.

The interview process was pretty laid back. It involved looking over my resume and then a Q&A with some of the leaders in the department I applied to. Everyone I spoke with was really nice and seemed genuinely invested in helping me grow with the company. They also showed a lot of passion for their own work and for Garver.

So basically, I first got contacted by a recruiter in June. I had a call screen with them, which I thought went well. However, they had to put hiring on hold for my position for a bit because they needed to bring in someone for a role above mine first. Fast forward to September, that person was finally hired, and then they were ready to move forward with interviewing me. I then had an interview with my new manager, followed by a second round with a panel of five people. This panel included my new manager, her boss, a senior engineering lead I'd be working with, and two marketing managers from different regions. After that, they made me an offer.

The interview process started with a phone call for basic screening. The next interview was a short, 15-minute face-to-face meeting, which required me to travel. This felt like a lot of effort given that the company didn't seem very invested, and I suspect it was because I didn't fit their appearance-based hiring criteria. It seemed like they valued looks over competence. Also, after looking into the company more, I was concerned about some of the activities happening at their Fayetteville office, like an employee using their home address for a Christian adoption agency, which I don't think the company should permit.