Keno Kozie Associates Interview Questions
& Process

The interview process started with a standard recruiter call, which was about a half hour. Then I had a more formal interview with the Executive VP of Client Services. There was a significant delay, over a week, between these two stages. The first interview went okay, I discussed my sales strategies and she seemed impressed. The next round involved back-to-back 45-minute panel interviews with team members. Another delay of over a week occurred before this. The panel interview lasted about two hours, and I felt I did well, but a week later I was informed they weren't moving forward. The feedback was generic and unhelpful, especially after dedicating a month and nearly four hours to the process. I asked for more specific reasons, and the recruiter offered to discuss it by phone. On the call, she mentioned a superficial question about DC industry conferences as a reason, stating I hadn't attended any in over a year since I wasn't in the field. I provided one I recalled, and they seemed to think I was being dishonest or vague, without asking further. There was still no feedback on my actual job capabilities. I suspect they're looking for someone with an existing large network of leads and no need for training. The conference excuse felt like a cop-out, hinting at other underlying issues. My research on Glassdoor and LinkedIn revealed a pattern of a predominantly white client-facing team, with Black individuals in lower-level roles, and reviews mentioning glass ceilings, micromanagement, low pay, favoritism, and high turnover. This experience was likely a result of these systemic issues. I won't apply here again; they seem out of touch and need significant changes.

After posting my resume on job sites, I was contacted by Marion from HR about a NOC Engineer opening. We had an initial call, and then I was sent an excel sheet to rate my experience with various technologies. I filled it out honestly and even added some of my own. A few days later, I got an email to schedule a phone screen with Declan. On the day, Lyness conducted the screen instead, which was appreciated as it avoided a reschedule. We discussed my technical and customer experience with broad questions. I asked a lot of questions, and Lyness was very helpful, which gave me a good feel for how they handle curiosity. The next day, Marion emailed to set up an in-person group panel interview. I arrived early and chatted with the receptionist. The group then interviewed me, with parts being technical and others situational, mostly experience-based. They recommended using the STAR method. After their questions, I asked mine. I was supposed to hear back by the end of the week, but due to some hiring team members being out, I heard back a week later that I got the job. The whole process took about a month from initial contact to my start date.

Started with an HR phone screen, then a call with the IT manager. An in-person interview was set up for the next week. After two and a half weeks and chasing HR via email, I was told a decision was pending, and they asked if I'd consider another role. I then spoke with that department's manager and had another onsite interview the following week. That interview was terrible; the interviewer was rude, distracted by their devices, and dismissive of my experience, barely listening. It was clear they weren't paying attention. I lost interest but finished the process. The interviewer claimed I'd be a good fit and would consult colleagues. A few days later, HR sent the expected rejection/update. The overall experience felt very unprofessional and like a waste of time.

The interview process is different depending on what you're applying for. For Help Desk roles, there's usually a quick phone interview. Then, you'll come to the office for a test of your Microsoft Word skills. After that, they'll show you around the office. Your second interview will be with one of the managers.