Inland Empire Health Plan Interview Questions
& Process

The interview started online, the recruiter does a phone screen and sets you up for an in person interview. You will do a typing test and if you pass with 35 WPM you will be moved to the next round, which is an interview with a hiring manager. She will ask you 8 STAR based questions. After, if they want to hire you, they will offer you the job at the end of the interview. Super easy and I loved it.

I applied in early March for a different role, but the recruiter recommended me for the Business Relationship Manager position. My in-person interview was on May 1st, about two months after I applied. I interviewed with two people, and the interview felt like a rigid checklist, not very personal. I'd spent a month preparing, reviewing IT best practices, scrum, APLs, CMS, and DHCS, and I'd also read other reviews describing the interview as interrogative, which it was. They cut me off when I started talking about my background. They questioned why I applied for the BRM role instead of the open PM positions, which seemed strange since I was recommended and there weren't even PM roles available when I initially applied. I think if the recruiter had explained the position better, some confusion could have been avoided. When I tried to explain my understanding of the role, I was cut off again. During one question, I mentioned how I reduced server costs by rewriting a SQL script, but the VP of IT disagreed, stating server cost isn't related to storage or reads. I had to insist it was true because it was in-house hosting and the number of reads directly impacts price. The VP had a hard stop and brought in someone from Project Management, suggesting they wanted to steer me towards a PM role, which I didn't want. I had already explained my goal was to advance and leverage my experience in the new role, and if that wasn't enough, the recruiter shouldn't have suggested me. I feel the BRM role, which involves IT and business interaction, is often overcomplicated; it's essentially translating business needs to IT, negotiating, and mediating. Anyone with a PM or IT background could be trained for it. The company's mission is great, but the recruiting and interview process needs improvement. Executives should be clearer with recruiters about what they're looking for, and interviewers should let candidates finish their answers. I left feeling embarrassed and told my fiancé I bombed it. I received a rejection email on Monday morning after interviewing on Wednesday. If the process had been faster initially, I might have saved two months.

So I had this interview for a QA Engineer role. It started with a 20-minute phone screening with a recruiter where we talked about my experience and what benefits they offer. The very next day, HR called me and asked if I could come in for an onsite interview in Rancho Cucamonga the following week. We set it up. It was supposed to be with three people, but I ended up only interviewing with one person. This interviewer wasn't really interested in my professional background or skills. It felt more like an interrogation, honestly. Their main goal seemed to be proving I had lied about my experience and skills. Most of the questions they asked had nothing to do with the job itself. Honestly, don't waste your time if you don't believe in shiva.

I applied online and a few days later HR rang and gave me about a 20 minute explanation of benefits, etc., and said there would be another interview to actually talk about the position. Around 2 weeks later, I got a call asking for an in person meeting the next day. The next day I checked in, and waited for 2 developers who conducted a tech screen. They arrived 10 minutes late, and one just waved a paper (my resume, although I couldn't read it from there) at me from 6 feet away and said "This you?". Pretty standard discussion of technologies, experience, etc. One person was polite, the other was rude and semi-insulting when I acknowledged some weaknesses / skill gaps. When we were done, they walked me out the door, thanked me for my time, and I've not heard anything since. I don't generally take things like this personally, but the poor communication (weeks between calls, short notice, no followup) and inconsiderate behavior (arriving late, in-person tech screen for a hybrid position, etc.) made a very poor impression.