Interos Interview Questions
& Process

The internal recruiter reached out to me on LinkedIn for this position. We scheduled an initial screening call where they mainly discussed some peculiar habits of the product management team, like insisting on a prep call with the chief of staff to figure out the 'best way to communicate' with the CPO. I was told I'd get an update on the next steps by Friday, but that was a month ago. After seeing employee reviews, it's probably for the best. It's unprofessional to ghost candidates the company actively recruited.

Pretty standard interview process with initial phone screen, technical design and a live coding exercise. BE CAREFUL interviewing/communicating with this company, I went through the entire process, ended the final interview with the CTO of the company, received positive feedback through the entire process to then be GHOSTED. Weeks after that final round, I still have not heard from them even after following up...

I'm really unhappy with how the Interos interview process went down. It started with a recruiter who was great and tried hard to set everything up. But, the problems started with the Customer Success team later on. My third interview was with someone new to the company, which felt weird, like they just threw someone in last minute. They told me the fourth interview would be the last, but then I got asked for a fifth interview. I was hoping for an offer in that fifth interview on Friday. The interviewer was nice and asked things like if I'd accept an offer and when I could start, and also talked about the team and how I'd fit. It felt like an onboarding call before an actual offer. I waited about a week and emailed the recruiter on Tuesday for an update. He said he'd meet with the team that day. Still no word by Thursday, so I reached out again. This time, he said I wasn't selected, that there were lots of applicants, I was in the final 3, but he had no feedback. What bothers me is the lack of communication from the team. It seemed like they weren't talking to the recruiter, who then couldn't tell me anything. It's also confusing that the final interviewer asked those questions and talked about fitting into the role, only to pick someone else. It felt like a big waste of my time. If they had another candidate in mind, they could have given them a deadline to accept or decline, and then offered it to me or the other candidate the next day. Stringing me and the third candidate along like this was unprofessional. I feel like I dodged a bullet. Customer Success team, improve your communication and stop wasting people's time!

So I was working with a staffing agency back in early 2022 and they found this position that sounded pretty cool. The agency told me about the role and I thought, 'Yeah, let's do it.' First up was a 20-minute phone screen with the Talent Acquisition & Culture Manager. The agency prepped me with questions they thought she'd ask, like 'Tell me about yourself,' 'Why this role?', 'What do you love about recruiting?', and 'How can you make an impact?' I felt ready, but the interview was a bit of a letdown. The manager barely spoke, seemed really uninterested, and like I was wasting her time. She didn't seem to pay much attention to my answers, or maybe she just didn't like them, hard to say since she was so quiet. She asked about 5-10 questions, mostly about my commitment to DEI and only a few about actual recruiting. When she did talk about the company, it was mostly about their DEI plans. I said I support DEI and focus on fair hiring and equal opportunity for all candidates. The DEI questions felt more about internal culture, which I thought might be better for an HR or Ops role. Overall, it wasn't a great first impression. I felt like there was some confusion about the role itself. While I always focus on diversity and fair hiring, it shouldn't be the main focus of the interview. I wish I'd learned more about the company and the types of jobs I'd be recruiting for.