Keypath Education Interview Questions
& Process

Good progress for a mid level interview. It was extensive, but the employees were good. Interviews were friendly and nice, punctual and quick communication. Nice to talk to and flexible on understanding. Long interviews but friendly. Technical SMART approach needed for questions. Real life thinking solutions matter.

It was a four step process. First, an email screen. Then, a phone screen. After that, a Zoom interview with two lower level managers. Finally, a phone interview with the VP of Post Enrollment, Student and Partner Success and the AD of Post Enrollment. The whole thing was easy but took a long time, and they couldn't really work with my schedule. Interactions were mostly good, and I thought I'd get the job because they said they were hiring four SSAs. But then, the job was posted again on the Keypath Education Careers site.

I worked with Daniel, the recruiter, who was initially responsive and helpful, even suggesting a more suitable higher-level role. However, during the interviews, I experienced long periods of silence, making me doubt my candidacy. I was then surprised by a call from Daniel stating I was still being considered. The interviews themselves felt awkward and forced, almost like courtesy or informational interviews. Ultimately, I received no final feedback or offer. I suspect the company's rapid growth and Daniel's potential workload (rumored to be the sole recruiter for the company) contributed to the situation. I don't blame Daniel, as he was great.

I initially applied at Keypath because a client I worked with is a Keypath university partner and recommended them to me. I also have a few friends that work there and reached out to one for a referral and to discuss her experience. She is really happy there and enjoys the company so I decided to apply for an assistant director role. The recruiter let me a voicemail and when I returned his call he had an attitude and did not seem fully engaged in the convo. He talked about the role a bit and I then asked what the budget for the role was. He responded he could not share that information. I was confused and asked again what the budgeted salary was. He reassured me that what I indicated on the application was within range. I had applied a bit ago so did not remember the EXACT number I indicated but asked what was budgeted for the role. The recruiter then flat out told me he could not share that information because they don't want people to start and know what others could be making. We scheduled an interview and ended the call and I was pretty upset -- how can an organization that has its commitment to DEI all over their website not be committed to pay transparency?? You're implicitly confirming to me that as a woman of color I am already going to be paid on the lower end within this organization. I decided to continue since the organization was "highly recommended" but then the interview was canceled and rescheduled twice. I still interviewed and when I asked how the department commits to DEI initiatives being remote and a global department, the VP responded by telling me they are interviewing people from different backgrounds and levels of experience so they don't suffer from group think....not the direction I was going, but it further confirmed my gut feelings and somewhat negative experiences from the beginning. I did not get the job (which I promise I am not bitter about) but what was upsetting was that as a final candidate who interviewed with a VP and GM, when I emailed the recruiter asking for feedback, I was ignored. The edtech industry is booming and if you want to be a true leader in the space, PLEASE ensure that you are TRULY committed to making sure that your workplace and leaders are trained on DEIB or else please update your website and stop trying to trick people who are truly looking for a fair place to work that truly values people of diverse backgrounds. And it's 2022 - post your salaries in the job description.