Management Concepts Interview Questions
& Process

After a VP was brought in, the IT team was rapidly expanded, not by assessing needs but just to grow fast. The vibe was 'hire someone quick, as long as no one complains too much.' Team members did group interviews, but it felt like a formality. Honest, critical feedback didn't seem to matter, and speaking up was subtly discouraged. This was harder for women in IT, where dissent was even more shut down, making them feel isolated. The VP seemed to want people who wouldn't question him or stand out, like someone to just take orders instead of leading. Soon after this hiring spree, the company had big layoffs. In Q1 2025, 20% of the full-time staff (44 people) were furloughed, then laid off, after ongoing cuts. Clearly, the rushed hiring and bad planning led to too many people and then unnecessary job cuts.

First, there was a phone interview where they wanted to see if you prepared questions about the company. It was pretty casual, and the Hiring Director I talked to was really nice. Then, the on-site interview was at their Tyson office. The panel included the Hiring Director, the Director of the Learning Development team, and the head Editor who joined remotely from Chicago. It felt relaxed but still official. Everyone on the panel had specific questions they asked. In the end, I got to ask my own questions.

The interview process was convoluted and disorganized. I had 2 phone interviews and 2 in-person interviews. The in-person interviews had 3 people total, with 2 in the first and 1 in the second. By the second phone interview, they wanted me to do 2 more interviews, which felt like overkill. The HR person was nice, but there was inconsistency between what he and the VP/Director said. One Director was arrogant and asked inappropriate questions about my family and compensation, which was higher than initially quoted. After realizing the discrepancy, my application was rejected. This experience left a bad impression.

You can expect about 2 interviews, one with the hiring manager and another one with an executive. They'll ask you about your technical skills and also check if you're a good cultural fit. Compensation is based on the 'whole person' and falls within specific position bands, with some room for negotiation. Good to know, many people here work remotely, and there are also many independent contractor roles available as an alternative to full-time or part-time positions.