Greenberg Traurig Interview Questions
& Process

The interview experience was really nice. I felt comfortable talking with the Staff Talent Acquisition Specialist because the conversation was easy and natural. They were also respectful and flexible when I needed to reschedule the interview.

We had zoom interviews. Lots of workflow questions were asked. I had to describe products I built and my portfolio of projects. We discussed preferred frameworks, agile methods, team dynamics, and domain expertise. There was also a simulated product discovery meeting, where I was asked to think like a customer about their requirements and help develop a proposal for the product design and dev team.

HR took almost a week to set up a single interview after I was contacted. The interview questions weren't specific to the job, and it felt like they hadn't reviewed my resume at all. There were no questions about my previous research on Texas policies, and only one question about prior legislative research. The interviewers seemed disengaged, and the interview finished half an hour early. I found out I didn't get the job from an automated email.

A recruiter from talent acquisition reached out about ten days after I applied and invited me for a phone interview. The recruiter's call felt really scripted and impersonal, which made me lose interest. It seemed like she wasn't able to adjust her questions based on my answers and just stuck to a generic script. She even messed up my name in a voicemail, which was actually meant for the person they hired, showing a lack of professionalism. For someone representing Greenberg Traurig, she could definitely use more training. It's funny how they expect candidates to have certain qualities when their own staff don't seem to. Honestly, it was a pretty disappointing and kind of funny experience.