MARTA Interview Questions
& Process

I applied online through Handshake. After that, there was a chat with an HR person. Then, possibly, a technical interview with the department manager, based on the role I applied for.

I interviewed with 3 people at the same time. They seemed friendly, but one of them, Thomas, was a bit rude. After the interview, they wanted to move forward with hiring. I had to send copies of my high school diploma, W2s, and pay stubs. My recruiter also made me fill out a paper application because their electronic system is behind. I'd expect a train and bus company to be more technologically advanced. I also had to retake an assessment because I was overqualified the first time. After taking it the second time, they withdrew the job offer. For future candidates, be ready for a very long hiring process, as they take a long time with paperwork, background checks, etc. This job isn't worth $8.00; you can find better career opportunities elsewhere that pay more. Marta is really going downhill.

They reviewed applications quickly after closing submissions but didn't account for applicant distance. MARTA is in Atlanta, GA, and I'm in New York. They required me to come in person to write a press release, which I could have easily done remotely. Since it was a good opportunity, I took time off work to fly there. I reached out to the hiring manager and recruiter to express my thanks for the chance. Two weeks later, I got a rejection email. It felt like a waste of time and money. I'm sharing this so other applicants know that if you're not local, it's probably not worth applying given the potential loss of time and money. I asked if I could do the assignment on my computer, but they said no. The computer itself wasn't anything special. I was timed, but the recruiter forgot to inform me when time was up. I had to find her to let her know I had finished within the allotted time.

The recruiter was super responsive and set up the initial screening call within a week. It was a voice call with just the internal recruiter, mostly about salary expectations and the company's attendance policy. The first actual interview was a video call with a group of people from different departments, who represented the stakeholders. The three interviewers asked questions, sometimes really engaging, sometimes less so.