H2M architects + engineers Interview Questions
& Process

The interview process was pretty straightforward but felt a bit like Groundhog Day since I had to interview with the same people twice. The HR rep was super helpful and answered all my questions, and the office itself was a pleasant place to be. The interviewers were direct, though the questions they asked were a bit repetitive. That's about it.

The interview process was quite disappointing. It was a phone screen interview, and the interviewer seemed inexperienced. She arrived a few minutes late, which is 'okay' but her attitude throughout the call was disinterested, as if she was just trying to get it over with. There was no energy or engagement, and it felt like she was only conducting the interview because she had to. Considering the highly technical nature of the role, the questions she asked made me realize that she had little understanding of the technology involved. I wasn’t even sure if she fully understood her own questions. While I understand that this interview was likely focused on assessing personal interests, attitudes, and cultural fit, the questions she asked didn’t seem relevant or aligned with that purpose. I have over 12 years of experience in IT, yet she began by asking why I left my very first job and so on. I fail to see how leaving a job over 10 years ago is pertinent to this particular role. Although I have nothing to hide regarding my past jobs or the reasons I left them, these matters are personal to the candidate. When considering new hires, the focus should be on how the candidate fits into the particular role, rather than scrutinizing why they left previous companies. On the other hand, companies never disclose why a particular role is open, why the previous employee resigned or was terminated, and why they are hiring for new positions. I found this job on LinkedIn and have a clear understanding of the job role, requirements, and the skill set needed. Having worked as an interviewer and hiring manager in my previous roles, I grasp the objectives of this role far better than she seemed to. I’m confident that I can easily perform the tasks required with my current skill set. However, when I explained my experience and interest in the job, she responded with an indifferent “OK” attitude. If the company continues to rely on HR or talent acquisition staff like this to hire for highly technical and managerial roles, you risk losing many qualified candidates. It seems she’s only focused on finding people who fit her checklist rather than truly understanding the requirements of the role.

The questions they asked were really fair and straightforward, and the interview felt more like a chat than a test. If you've gotten to the in-person stage, they mostly want to get to know you and hear about your experience. You'll start with a quick chat with the HR person you've been talking to, mainly about your resume and what you know about H2M. Then, you'll have a second interview with the hiring manager. Make sure to send thank you emails afterward and be patient to hear back – for me, it took a couple of weeks for the offer, but that can change depending on how quickly they need to fill the role.

So, it started with a phone interview after we met at a college career fair. The first questions were pretty standard, just asking about my goals, what I aspire to do, and what kind of work environment I like. Then, I had 1-on-1 interviews with people who might be department heads. Those interviews got more into the details, asking about my past work and internship experiences.