ICW Group Interview Questions
& Process

It was more like a conversation, very casual. They're open to college grads and people with no experience. I had one interview with two supervisors. They wanted to get to know me and asked about my education, work, and internship background. Since I didn't have much experience in this specific field, they focused on how I handled problems or challenges during my retail work.

My recruiter was professional and friendly. We started with a Microsoft Teams call where she asked me questions about my resume. Then, I got an assessment with three parts: math, English, and behavioral questions. The next step was an interview with an engineer and a manager. They mentioned the job requires being local and working hybrid from the San Diego office, even though most of the development team is offshore. The interviews weren't hard or tricky. I never got any feedback, emails, or calls afterwards; they just ghosted me.

The interview process started with a phone screen with a recruiter, but it was a really bad experience. The recruiter was late and didn't apologize. They had a really condescending tone and kept interrupting me, saying things like 'That's not what I asked,' even though I ended up giving them the answer they wanted anyway. It also seemed like they didn't really understand the job role and got defensive when I pointed out that what they were saying didn't match the job description, telling me I needed to 'learn to read.' Recruiters are super important because they're the first impression of a company, and this person gave me major red flags. If the company is okay with this kind of recruiter behavior, what's to stop others from acting the same way? Because of this, I decided not to move forward, and if I were the employer, I'd seriously look into how recruiters are treating candidates.

The interview process kicked off with a 30-minute phone screen. Following that, I had an on-site interview that required cross-country travel. Before the on-site, I was told about a 10-minute aptitude test. I met with the COO and some potential colleagues or supervisors. The COO seemed unaware of the role I was interviewing for or my reporting structure, but was pleasant. The rest of the team asked more about my experience than situational questions. About a week later, I was invited for a second interview, which included another aptitude-type test. I was then flown out for a second in-person interview, lasting about 2 hours, where I met the same people again. This time, they asked more detailed situational questions that could have been covered earlier. I also met with the head of HR. The decision to hire an internal candidate was made over 3 weeks later, suggesting they were unsure about their requirements. The overall process was straightforward but took longer than expected for the role's demands, spanning over 3 months.