Korn Ferry Interview Questions
& Process

The interview process was handled by a third-party recruiter, and it was quite disappointing due to poor communication. The process started with some disorganization; for example, the HR person forgot to send the details for the second-round interview, which caused confusion. After the in-person interview, I followed up twice over two weeks with no reply. It was frustrating to be ghosted. Unusually, after the interview, a staff member was waiting at the door to collect feedback about me. This made the evaluation seem rushed and impersonal. Better communication and a more organized process would be good. Even a simple update or rejection would have been better.

Had an initial phone screening call for about 15 minutes. It was mostly just briefing me on what the company does and didn't have many questions for me. Then, I had an online assessment that involved numerical and problem-solving tasks. The final interview was with the Head of HR/Talent, who is also my potential supervisor. We talked about my past experiences listed on my resume, my motivations, and my strengths/skills. It was a pretty relaxed conversation, and no case studies were involved.

So, I was contacted by Korn Ferry for a Director of Talent Acquisition job that would require moving. After talking it over with my family and going through two interviews, they said I was moving on to the next steps with the actual client. And then... nothing. No updates, no final word, not even a quick message saying things had changed. This wasn't some super common role, and I wasn't the one who applied – they found me. It's kind of messed up when you think about how we treat people we're actively trying to hire, especially at senior levels. It makes you wonder what standards we're setting for ourselves in this field. Just disappearing on someone isn't just bad for the candidate; it's a trust violation and really hurts the company's image. It shows a gap in how search firms and their clients work together and makes everyone look less credible. We definitely need to do better.

I went through four interviews over three weeks, each about 45 minutes long. The recruiter, Jennifer Wells, stopped communicating in week two, but I continued with interviews. After completing all of them, I wasn't given an update. While I don't necessarily expect detailed feedback or a reason, if you're going to take three weeks of someone's time and require them to take time off work for these interviews, at least communicate if you are not moving forward. For a firm that prides itself on "white glove service," your internal recruitment process was very disappointing.