Lawboss Interview Questions
& Process

I was selected to move forward and then given an assessment. I thought it would be related to technical recruiting, but it was a 50 question IQ test that I had 15 minutes to complete. The questions had no connection to the role, and after I finished, I got an email saying they weren't moving forward. The job was for a Technical Recruiter focused on AI/NLP, and I actually have a lot of experience hiring in this area, having led hiring efforts for the last two years to build out a whole team of Applied Scientists and Machine Learning Engineers in Conversational AI. It's really bad practice to screen out candidates with expertise in the exact field you're hiring for using an assessment that's unrelated to the role. As a recruiter myself, I feel like I dodged a bullet, and this is the first time I've encountered a process like this.

The interview process seems designed to exclude individuals with disabilities, like OCD. I got a call within an hour of applying to set up an interview. When I called back, I was told I had to take an assessment. I figured it would be job-related and was eager to take it. Turns out, it's a timed IQ test with 50 questions. The goal is to answer as many as possible. This approach seems flawed for a business that might run into unexpected issues. People who strive for perfection and want to do things right the first time, especially those with OCD, would struggle. Interruptions or screen notifications would disrupt the test, causing a setback and lost time. I barely got halfway through before time ran out. About 30 minutes after the assessment, I got an email saying I wasn't moving forward. My request to retake it was ignored. They need a better system, as this assessment is disqualifying good talent based on irrelevant factors. They might actually benefit from someone with OCD who could help improve their processes.

First, there was a phone screen with a recruiter. Then, a phone interview with the General Counsel and Managing Attorney. After that, I had an in-person interview with the Manager, General Counsel, Managing Attorney, and Michael Uvalle. The turnaround after the final interview was quick, and I got the offer the next day. I had two days to accept and a two-week start date.

I had an interview with HR/Recruiter on Zoom first. Then, I had a Zoom interview with the Hiring Manager and the COO. The final interview was with the Managing Attorney, also on Zoom. I got the offer later that day after finishing the last interview.