Milken Institute Interview Questions
& Process

The interview process was really smooth and organized, with clear communication for each step. The HR and staff were very considerate. I went through 3 interviews: a screening, then an interview with one director, and finally an interview with another director.

I applied online and then the hiring manager emailed me to set up a virtual interview. It happened the next day. The interview was really strange though. They spent most of the time talking about themselves and their accomplishments, felt like bragging. There were tech issues on their end and their connection dropped, leaving me alone in the room for a bit. They blamed me for the technical problems on their side. It was super weird and really put me off the organization, so I wasn't interested anymore.

I had an initial 30-minute screening call over Teams. After that, I had back-to-back 30-45 minute interviews in person at the Milken Institute's DC office. The first call was pretty standard – they talked about the team's research, and we discussed my skills and experience. I was contacted two weeks later to schedule more interviews. Both in-person interviews were with different team members. Most interviewers were nice and asked good questions, but one senior person was really rude and kept interrupting me, even when they weren't asking the question. I'm not sure if it was a test or if they're just arrogant, but they commented on my eye contact, which was weird. They were unprofessional, and their interruptions really threw me off. I heard back two weeks later and didn't get the role. I expected better from a place like the Milken Institute. I probably won't apply there again.

I went through two rounds of interviews. The first phone screen was a fantastic experience. The interviewer was very well prepared and maintained a positive energy throughout. The second round was a disappointment. One interviewer was unprepared, and the other had technical issues. The unprepared interviewer asked poorly structured questions and ran out of questions early. They tried to delegate questions to the other interviewer, but their technical problems limited engagement. In a more professional setting, rescheduling would have been better than improvising and creating a poor experience. This was the worst interview experience I've had. Weeks later, I got an email saying I wasn't selected for the next round from the unprepared interviewer, even though they didn't schedule the interview. I learned they're looking for someone to help with standard operating procedures. I hope they adopt SOPs for interviewing and recruiting based on this experience.