Keesler Federal Credit Union Interview Questions
& Process

The hiring process was really disorganized and unclear, not professional at all. On the plus side, everyone I talked to, from the recruiter to the CMO and other execs, was nice and kept saying I was doing well. I got to present a whole campaign idea, and they liked it. But the whole thing was a mess – disorganized, shady, and frankly disrespectful. Even the recruiter and CMO admitted they didn't have a clear plan. The assessment was badly designed and handled poorly. My interviews got pushed back a bunch because of the CMO’s schedule, and once they even tried to cut down the time I had for my assessment after it had already started. Giving different candidates different deadlines for the same task isn’t just unfair, it brings up serious legal and ethical issues. Even though things seemed positive at every step, the final decision was made by people who never even met me, just based on résumés. The whole process took two months, with long gaps between each stage. Ending it like that was unprofessional and frankly insulting, considering how much effort I put in. After meeting the CMO twice, only to get rejected by the recruiter months later – and even the recruiter was confused – was super disappointing and showed a total lack of communication respect. My advice to management: Have a hiring plan and tell candidates about it from the start. If you don’t have one, make one before you start hiring. Make the timeline reasonable – two months with spotty communication is too much. Keep things fair – everyone should have the same deadline for assessments; treating people differently is unprofessional at best and potentially illegal at worst. Communicate directly – if candidates meet senior people, they deserve to hear the final decision from them, not a second-hand message from a recruiter months later.

It was a really thorough process. They had me do a project which was a good test. The people interviewing me asked some tough questions where I had to talk about times I dealt with specific situations. They also answered all the questions I had.

The interviewer was nice and the conversation was engaging. It lasted about 30 minutes and covered data analysis, product, and investment topics. The chat was quite interesting and enjoyable.

The process starts with an email containing a three-part personality test. It asks questions based on how you would react in certain situations. Then there's a math test to see how fast you answer (this might be for tellers, but they mentioned getting the right answer isn't the most important thing). I can't remember the last part. If you pass that, they'll call you for an in-person interview. When you get there, you're taken to the department floor for a typically two-person interview with the lead and the director or manager. The questions were very specific. What is an IP? How is it used? Describe a domain in your own words, etc. After that's done, HR will contact you within 2 weeks if you get the job or send an email if you're declined.