House of Sillage Interview Questions
& Process

The interview process was unorganized, and they had trouble setting up the interview. There was minimal interaction, and the recruiters were very abrasive. I would decline future interviews with this company, even if offered a job, because many people I've spoken with say this company is very toxic.

The interview process was straightforward. When I arrived at the company office, I met with two of the graphic designers employed there. One of the graphic designers was more talkative than the other and spoke about the company background and about the role. The one graphic designer then invited me to do a trial day as a way to see if I would like working there and for them to see how I handle a trial day working on projects. But after I looked at all the negative reviews from past and current employees on Glassdoor for House of Sillage, I declined their invite for me to do a trial day and was glad that I dodged a bullet.

A recruitment agency set up the interview. There was a short-notice Skype interview which was face-to-face for the second time. I was told I'd hear back in 24 hours, but it took about 4/5 days. I think this delay was because my recruiter was negotiating my wages.

I was initially contacted for an International Sales Manager position. An HR assistant conducted an initial screening to see if I was a potential fit, asking generic questions. Then, the HR Director interviewed me with challenging questions designed to put me in a difficult spot, common for sales roles where they need the right person. After a somewhat intense discussion about my sales background, I was left alone again. The founder joined with the HR staff and asked some of the same questions the HR Director did. The whole process lasted over 3 hours. They invited me back to discuss an offer, but I decided to withdraw because I felt the role would be more demanding and unstable than they described. I thought that was the end of it, but a week later, I was invited to interview for a marketing role, which they ultimately decided not to pursue. Two weeks after that, they approached me about a production manager role. I interviewed with the founder and the Operations Director for about 2 hours. I received an offer that was significantly below industry standards, even lower than my current salary. This company seems to operate with very small teams despite being a multi-million dollar business, not realizing the need for team growth to support future expansion. It appears they have a high turnover rate and are constantly putting out fires, lacking job security. They need to understand that growing their teams is crucial for success. The founder is involved in every department, which is understandable for a startup, but if they can't delegate effectively, the company will have too many flaws.