GT's Living Foods Interview Questions
& Process

After applying, I got an email a few weeks later to set up a phone screen which happened a few days after. The recruiter asked about my past experience and my previous role's responsibilities and leadership aspects. The company is founder-led, and employees need to be flexible with schedules, as work hours can change based on company needs. Sometimes there are later starts due to evening meetings, or early finishes if there's a morning one. This flexibility is a big expectation, along with a floating work-from-home day that depends on business priorities. The role is fully on-site with company-set hours. This might be tough for people with young kids unless they have full-time help at home. The founder is really shaping the company to allow for more personal balance. Overall, they seem to value flexibility and commitment. If you're okay with an evolving structure and leadership-driven scheduling, it could work. I decided not to move forward as it wasn't the right fit for me.

The interview process included a 30-minute recruiter phone call, a review of my writing sample and portfolio, a 30-45 minute Zoom interview with the hiring manager, and a 2-hour in-person interview at their headquarters. The final round involved meeting various key people in their department for 30-minute sessions. It was a nice experience overall, and I was excited for the final on-site interview. The role seemed to be a new position created to fill a gap in the department, making it hard to grasp the day-to-day responsibilities. Each person I spoke with had a different interpretation of the role's duties, which felt a bit like a red flag. I generally liked the people at GTs. I was disappointed not to get the job, but more so by the impersonal, automated rejection email from the recruiter I'd been in touch with for weeks, which felt dismissive after our casual correspondence.

It started with a phone call from a recruiter, and then a video interview with the social media manager. Both of them were only a few weeks into their jobs. Both interviews went well, and I was told the recruiter would send a test assignment. I followed up, and got an automated response saying they moved forward. It felt impersonal and unprofessional. I guess they found someone cheaper. The interviewers raved about company culture, but their process makes me wary. I wish companies respected candidates more.

I applied and heard back from the recruiter really fast, within a day. They asked for my availability and said I'd get a confirmation email, but I had to chase them for it. The recruiter finally called me, later than scheduled, and asked about my background. I talked about my experience, but there was just silence, no follow-up questions. The last thing she asked was about my experience with their platforms. I knew some, but not all. The one I didn't know was an internal filing system, which she said was easy to learn. She then ended the interview, saying they needed someone with experience in all their platforms and weren't willing to train people. She even suggested I should apply for an associate role, even though she clearly didn't understand how the platforms are used, needing to look them up during our chat. It really makes you wonder about the leadership when they won't train new hires. Companies use different tools all the time, so it's normal for new people to need a bit of training on new systems.