Hiya Interview Questions
& Process

The interview process involved a recruiter screen with some behavioral questions, followed by a hiring manager screen. Then, there was a full day onsite which included a 2-hour case study and a presentation, and after that a series of 30-minute interviews. The recruiter was very efficient and I finished all interviews in just one week. The interviews ranged a lot, from easy conversations to feeling like they were improvising the questions, like asking about my biggest strength and weakness. They did cover my parking costs and buy me lunch, which was a nice touch.

When I interviewed for the Admin Assistant job at Hiya, it was pretty straightforward. First, a recruiter called me, and they were super friendly. They asked about my past admin work, especially how I managed schedules, did several things at once, and decided what was most important. They also wanted to know if I knew Google Workspace and Microsoft Office. That call was about 20 minutes, and it seemed like they needed someone who could help out a bunch of teams. Next, I had a Zoom interview with the hiring manager. This was more detailed. We talked a lot about Hiya's vibe, which seems to be all about being open and working together. The manager asked stuff like how I deal with sudden schedule changes, tough people, and staying organized with lots of projects. I used examples from my old jobs to show how I juggled things and kept them running well. The last interview was in person at their office, which was cool because I got to see where I'd be working. I met some of the people I'd be helping, including someone from marketing and HR. They asked more specific things about planning events and keeping records current. It felt like they wanted someone who took initiative. Everyone kept mentioning how important communication is at Hiya, which I liked since I like being organized and making sure everyone is on the same page. I got to ask questions, like about the first 90 days, and they laid out the goals pretty clearly. The whole thing felt personal, and they seemed really interested in me as a person and how I'd fit in, not just if I could do the job. A few days later, they offered me the position.

You start by submitting your application with your resume and any other required documents. Then, there's a screening call to chat about your experience and the job. After that, you'll likely have a first-round interview that could be technical or behavioral to see if you're a good fit. Next up is a technical or assessment round where you'll do some tests or tasks specific to the role. Finally, you'll meet with some senior folks or team members for a final interview to check compatibility. They'll also do reference checks to verify your background and qualifications. If all goes well, you'll get a job offer.

The entire interview process lacked professionalism and organization, especially from HR. It was through a recruiting firm looking for an immediate hire for Hiya's scaling. I had a call and immediately scheduled an interview for the contract role. My first round was with their in-house recruiter, which was fine. They then sent an online test for Friday evening, but I rescheduled it for Saturday morning due to prior plans. However, due to the urgency for an immediate hire, they rushed me, and I woke up early Saturday for the test, but never got the link. On Monday, they admitted to mishandling my email and I took the test that morning. I was told I passed the test and they wanted to schedule another interview right away. I scheduled it for the next day based on their availability, but they immediately asked to reschedule for the same day. Ultimately, I felt rushed and never heard back, receiving neither an acceptance nor rejection. I followed up after the interview but was ignored. The finance team was great, but HR's lack of structure and communication was apparent. I had to wait a week to hear back from the outsourced recruiting firm.