Loomis Sayles & Company Interview Questions
& Process

We started with a phone screen to make sure you're still interested and to talk about why your experience is a good fit for the role. Then, you'll have a behavioral interview with the department director where they'll ask you standard interview questions. The final step is an interview with the COO.

First, there was a recruiter screening call, followed by a call with the hiring manager. Then, a panel interview with three people on each panel, and a final sign-off interview with the group leader. They ghosted me for 6 weeks, had poor communication about the process, and didn't respond to my 4-6 check-ins. It was very disrespectful, and I didn't feel good about it during this stage of the hiring process. They didn't build any excitement.

They wanted to hire quickly and told me there would be three interview rounds. First, a screening with HR, then an interview with the hiring manager, and finally a panel interview with them and other stakeholders. This whole process was supposed to take 2-3 weeks. They also scheduled a fourth meeting to get me ready for the panel, which took up 4 hours of my work time. After they confirmed twice that the panel would be the last step, they added a surprise fourth in-person interview and a project when they said they had narrowed it down to two candidates. The project required Microsoft Excel, which I had to purchase, and Adobe Illustrator and InDesign. Luckily, I already had a subscription for Adobe CC. The in-person interview was scheduled for an hour but only lasted 30 minutes and was just a project presentation. Overall, I felt they weren't transparent and didn't respect my time. I liked the job and the team, but it took up a lot of my work week, and I had to constantly reschedule due to my full-time job. The project was then given to us the week of Thanksgiving, which wasn't considerate of our time given its complexity and the software needed. It seems like a good company, but they ask a lot from candidates without adequate preparation. Even if I got the offer, I'd still feel this way. My recommendation would be to plan the interview steps in advance and require fewer software programs for the project, as it's a significant time and financial commitment. For this interview process alone, I spent over $60 on fees, travel, and parking, only to be mostly ignored after the final interview. I had to follow up myself almost a week later to learn they chose another applicant. It's a lot to put candidates through and disrespectful to surprise them after saying the third interview was the final one.

The interview process I went through with Loomis was quite disappointing. It started with a 30-minute recruiter screen call. Then I had a second round with two managers, and finally a third round with four people that was 45 minutes long. I put in a lot of time and effort, but I never heard back or got any feedback. Being ghosted like that was really unprofessional and disrespectful. In this job market, the least a company can do is let candidates know their status after they've put in work. It's just basic courtesy to be transparent. It's also disheartening that they changed the job title slightly but kept the description similar without telling me anything about my application outcome. This lack of communication makes their recruiting process look bad and makes candidates feel ignored. Communication should be a two-way thing, and I expected more.