HR Green Interview Questions
& Process

The whole interview process was pretty smooth and professional. They kept me in the loop about what was happening next, and there weren't any long waits. It was about three rounds total, including an initial chat with the recruiter, and the whole thing wrapped up in under a week. First, I spoke with the recruiter, then had a talk with the CFO. The last part involved meeting two managers, a team member, and someone who would report to me. I really liked that last bit because it gave me a good sense of the team and the company vibe.

The interview was conducted by the engineers in the office because the manager was busy in a meeting. It was done via an online call, and after that, I was invited to see the office space and meet the manager. At the end of the office visit, the manager extended an offer.

The interview was about an hour long. They asked some standard, easy questions to get to know me, then one or two questions to gauge my understanding of the role, and finally one or two questions that touched on the company's core values and what they stand for.

I spoke with HR in May 2011, it was mostly general questions about why HR Green and my motivation to move. Then I had a quick lunch meeting with a Senior Manager the same month, we talked about current clients, business development tactics, and M&A. An on-site interview happened in November 2011. The questions were pretty straightforward, no specific technical or engineering questions, no written tests, and no brain teasers. The on-site was really about fit, they checked if I had experience that would work with their current clients. We spent a lot of time talking about existing clients and how I'd fit with their current workload. It was a good experience overall. The managers are really knowledgeable about the industry, and the HR staff are very professional and good at logistics. My advice for interviewing with HR Green is to really think about how your skills match their existing clients and workload. Make a list of their current clients and explain how you can immediately add value with production and design, and help drive revenue with existing clients in the future. It's a very top-line driven culture, so focus more on revenue-generating ideas and less on operational efficiency or automation. I didn't get the offer, likely because I didn't focus enough on the top line.