Iterative Health Interview Questions
& Process

This was one of the longest and most unprofessional interview experiences I've encountered. 8 interviews, 7 of them were roughly 1 hour in length. 2 days had 3 interviews on each day, 1 in the morning and 2 in the afternoon which took up basically the entire day to be prepared/ready for. 1 out of 8 interviewers no showed. 2 / 8 interviewers were 5m+ late to the interview with no warning. They offered a "feedback" call after passing on me, however no-showed the call even after coordinating a date and time block. Basically zero respect for the candidates time. During the interview process for the case study they used their direct product that the position was applying for as the use-case, which is generally a no-no from my experience. There were several other red flags about company culture and process.

I interviewed with Iterative Health and while some parts were good, others were really disappointing. The process had multiple rounds with different people, spaced out. The first four interviewers were great - knowledgeable and seemed to fit the role. But then it got rough with three hours of back-to-back interviews, barely any breaks. The last interviewer was the worst, asking stuff that didn't even make sense for the job, like saying IAM isn't part of infrastructure, which is just wrong. It made me question their technical knowledge. After all that, I didn't get the job. They didn't give any feedback even when I asked, which made me feel like my time was wasted. Overall, it was a mixed experience. The first part was fine, but the long, consecutive interviews and the last interviewer's strange technical takes were bad. Not getting feedback was also a bummer. They should really fix their interview process.

I went through 3 interview rounds. First was a quick 20-minute HR chat where they asked about me, my salary expectations, and my background. Then, I spoke with the Director of Clinical Partnership for 30 minutes about my resume and project management experience. The last round was an hour-long meeting at the office with the entire team, and everyone asked me questions.

I was interviewed by 8 people over several weeks and more than 7 hours. I made it clear from the start that I was only interested in a VP-level position. The executives I spoke with agreed that hiring senior leadership first is the right approach. One even told me I was a perfect fit and there was nothing more to discuss. Despite this, it took 3 weeks to interview and less than a day to get rejected because they decided they didn't need my advanced skills at this time. This could have been communicated on day one. The interview process should have ended when I stated I wasn't interested in the lower-level role as advertised. This whole process was a waste of time and left me with a very poor impression of the company. Senior managers should establish goals and direction, fill key senior positions, and then build the team from the top down, not the other way around, as a lack of vision and bad practices are hard to correct later. It's a shame because the technology is interesting and I would have liked to be part of it.