Midtown Home Improvements Interview Questions
& Process

After I applied, I went in to chat with a manager. It wasn't a super formal interview, more like a casual talk. The team was busy getting ready, so I ended up meeting a few of them while I was there.

My first interview was a standard phone call and went well. The second interview was in person and was alright, I felt I did well in it, it mostly consisted of questions about my past work experience. The third interview did not go well. They initially wasted about 3 weeks of my time after missing the first scheduled interview, then asked to reschedule. We rescheduled, and then they ghosted me. The following Monday, I was informed that I was declined for the role, meaning I never got a chance for a third round. Two weeks later, I received a text about another interview. During this interview, I asked how to set up a certain framework because I had never used it before. The interviewer responded with "Asking for help in an interview, absolutely not." The interview was cut short after they stated I wasn't a good fit for the role and lacked the necessary expertise. I felt confident in my abilities, but the environment they ran things in was not somewhere I'd want to work.

The interview process felt like a frustrating waste of time. It started with a Culture Index assessment, which seemed pointless as it wasn't used in the hiring decision. After a promising phone interview, I had an in-person meeting where it seemed like I was going to get the job, especially after passing the background check and providing good references. However, I received a surprise rejection call. The job also doesn't offer paid training, meaning an 6-8 week period without pay while waiting for projects to start. It felt like a significant time investment with no immediate reward.

I had almost given up on this role since I applied in late January. The company stayed in touch, and when I finally agreed to start the process in mid-February, I had some hurdles. I had to complete a standard personality test and another assessment. Then, I had a phone interview that ran 10 minutes late, and the interviewer had to leave mid-interview to talk to another candidate. They asked standard questions, but some were repetitive. The interviewer even admitted the repetition was unnecessary, allowing us to move faster. I was then invited for an in-person interview, where I was asked the exact same questions as the phone interview, but by a different person. During this interview, I was told to have my references contact the company. However, the company thought my references should reach out to them, including my current supervisor. After I contacted my references, they called me on a Monday to get my references to contact them. I said I would follow up, and then I got the rejection email. After 30 days, two interviews, and some confusion, the process ended. You wasted my time, your time, and resources. My advice: ditch your outdated tests and last-gen assessments. Be quick with responses and use a clear communication channel. The disappointment isn't about not getting an offer, but the inefficient screening methods used. Your process is too long and outdated. Lessons learned: avoid companies stuck in old screening and recruitment methods. Don't waste my time.