Litera Microsystems Customer Success Manager Interview Questions
& Process

The interview process was more about the recruiter and communication than the company itself. The recruiter set up an initial phone screen for Friday, but didn't call. I heard back Monday, apologized, and rescheduled for Wednesday. She called about 10 minutes late, but was nice and the conversation was short and straightforward. She said I'd move to the next round with the hiring manager and hear back by Friday to schedule it. I never heard anything and my follow-ups went unanswered. It's inconsiderate to ghost candidates, especially after saying they'd move forward. It's been 3 weeks with no contact. Based on other reviews, I'd caution applying here.

The process included a personality test and a 30-minute phone screen with a recruiter. Getting information like confirmation of times and paperwork receipt was difficult. The recruiter was late for our call and seemed uninterested, asking me to review my work experience and then saying, "you read the job description so what can I tell you," leaving me to conduct my own interview. It was hard to get details about the team, company culture, or growth opportunities. I got the strong impression the recruiter didn't want to be there, and they rushed me off after about 15 minutes, despite being late themselves. I was advised to follow up if I hadn't heard back in 3 business days. After following up, I received a short reply: "we're still deciding, we'll reach out if we have any updates." I didn't hear back for a week, and my application was closed in their system without further communication. It feels like I dodged a bullet if this is how they treat people before hiring. This is the worst interview process I've experienced.

So in 2023, employers are still using cognitive tests. Seriously, Litera. It's outdated and insulting to make someone do 40 minutes of these tests to gauge their aptitude. Maybe I'm writing this because I didn't move forward, but I had doubts when sent these tests. They say it's to "get a well rounded view of my candidacy," but how can you measure experience with tests? They want candidates with little individuality or pushback. If Litera has candidacy issues, look within your org. Stop forcing these tests on candidates and save money.