Kidstrong Interview Questions
& Process

After applying, I was contacted by HR to schedule an interview with an Ops person. Once scheduled, I also met with some team members to ask them questions and for them to assess if I was a good fit. Both of these interviews went well, and I was told I'd hear back soon, though it took four weeks. Then, I interviewed with a C-level person and was supposed to schedule a trip to the corporate office to meet the Exec team. However, after the first C-level interview, I was instead set up to meet with another C-level person who indicated I'd hear back in a couple of days. It's now been over two months, and despite following up, I haven't received any response.

The process is pretty simple. You just need to be yourself, be energetic, and show enthusiasm. The main goal is to get the kids excited. If you're not up for jumping around a lot, this probably isn't the role for you, but it can be a lot of fun.

It was a pretty straightforward interview process. They asked questions in a conversational style, and we did some role-playing where we practiced making calls. Overall, it wasn't too tough or scary. They mostly wanted to see if I'd be a good fit for the team.

I had a good initial connection with the recruiter and then met with the CEO. The CEO's comments about seeking "loyalty," implying it's not a 9-5 job, and a preference for in-office work raised concerns. Although the interview seemed okay, it was rambling and didn't focus much on the actual role. I was worried because he mentioned he might place me in a different area based on his perception of my interests, a common startup practice of shifting talent. I was then directed to speak with a contractor the CEO admired for a third interview, framed as assessing my fit for the job, even though the CEO seemed to believe I'd get the offer. This conversation went well, given my strong background in the applied-for position. Subsequently, I was informed that both myself and the other candidate were not selected because they decided to "change the direction of the position." Interestingly, the same job was reposted a few days later. The whole experience was frustrating, feeling like a waste of time with a company unsure of its direction, heavily influenced by a founder out of touch with fostering a positive work culture. It felt like it could become toxic quickly and that my time, and the other candidate's, was not respected. They should clarify their needs before engaging candidates.