GCI Interview Questions
& Process

My experience interviewing with GCI was really good, it felt organized and they were respectful. They have 3 rounds for interviews: first, a chat with the hiring manager and the team. Second, a technical interview with the hiring manager and the team. Third, a final chat with senior leadership. The technical interview was mainly to see how I write, my thoughts on documentation strategy, and how I solve problems in real situations. It was tough but fair, and it gave me a good idea of what the job would be like every day. Everyone I talked to, from HR to the tech writers, was nice, clear, and really seemed to want to find someone who fit well. They kept in touch quickly and clearly at every step, and the interviews felt both professional and friendly.

The hiring process had three main parts: first, a phone call to go over the basics, then a technical test with live coding challenges, and finally, an interview with the technical team and the manager. The recruiters were great throughout, always quick to respond and clear about what they needed, making the whole thing a pretty good experience.

Got referred by a contact after my old job cut hours. Someone called me within a week. The interview covered servers, networking, scripting, and basic programming. I first talked to the team lead, then had a second interview with three managers from related teams. It was a 4-person interview with more detailed technical and behavioral questions. Got the offer a few days later. The initial salary was low, but we negotiated, and they gave me a better starting wage with a smaller raise after 6 months. It was a good experience, and everyone was nice and respectful.

The interview process at GCI was initially promising. The recruiter was very responsive, even giving out their personal cell number for easy contact, which was appreciated given the context of HR roles. The first interview was with two senior HR leaders via Teams. It was an intense, fast-paced hour that felt more like an interrogation than a conversation, with little rapport-building. It was hard to gauge how I was perceived. I advanced to a second interview with a larger team. This group was a bit more welcoming, but the interview again featured rapid-fire questions. It felt less like a discussion and more like a working session where I was expected to offer immediate solutions to their organizational issues based on my HR experience. After that meeting, I was told they would finish the other interviews and follow up shortly. It's now been over two weeks with no response to thank-you notes, texts, or follow-up emails to the recruiter and hiring manager. This sudden silence after a period of good communication is unacceptable for an HR department that should set a higher standard for candidate treatment. While I understand they may move forward with other candidates, ghosting senior professionals after multiple interview rounds is unprofessional and shows a lack of integrity and respect. GCI's HR leadership needs to review how this process reflects on their brand and credibility.