Likewize Interview Questions
& Process

The process was very professional, they stayed in touch frequently and have kept me on call for any future roles. It was highly respectful given the current job climate; they could have ghosted me but chose to keep in contact instead.

It was a good day with the most friendly team from SignDesk who had a lot of knowledge. Everyone on the team was supportive. There were 4 rounds in the process: first was an aptitude test, followed by a coding round, then technical round 1 and technical round 2, and lastly an HR round. The recruiting team made sure we were comfortable and continued the face-to-face interviews. Overall, it was a good experience.

Applied through Ranstad, the salary package and benefits looked good. The job description was vague but hinted at an operations analyst role. The interview itself was really long, over 5 hours, and barely touched on the actual role. They spent a lot of time during the wait periods excessively complimenting the company and emphasizing how fortunate the candidates were to be there. It felt like the protocol was designed for candidates to feel humble and appreciative of the company, rather than a mutual appreciation. They seemed more interested in observing how well candidates could deliver a polished and persuasive performance. Before the interview, a host from Pareto Law explicitly told me to 'Make sure you have a lot of questions,' which felt more like a directive to perform than an encouragement to inquire. The materials from Ranstad included self-promotional content from BrightStar, interview instructions, and a required 3-minute pitch, even though I expected a 1-minute segment on skills. The host during the interview did offer some helpful tips on presentation delivery, focusing on tone and body language, which I appreciated, but it reinforced the idea that the performance aspect was prioritized over practical skills for the operations analyst role. I had to leave the Zoom meeting early while others were still being graded on their pitches. They never followed up with me about the outcome, even after I sent a polite email to a sales manager at Pareto Law who had been the communication point. While I have experience and respect for sales and customer service, transforming an operations analyst graduate role into a glorified sales job, where I felt expected to perform without genuine appreciation, wasn't what I was looking for.

I was contacted by a recruiter about this role. A few days later, they wanted to interview me. The initial screening was postponed, but I had a call with the recruiter who asked about my experience. Then, they scheduled a phone interview with the Hiring Manager and a peer, which focused on my resume and some behavioral questions. Right after, the recruiter let me know I'd made it to the final interview and that I'd need to prepare a PowerPoint presentation using provided data, followed by a 5-minute Q&A. The on-site involved presenting my analysis to a group, with follow-up questions about my conclusions. After the presentation, I had three 30-minute rounds of behavioral interviews with different people. A week later, the recruiter texted to say they offered the job to someone else, and when I asked for feedback, they said I got positive feedback but another candidate had a more relevant background.