Mindpath Health Interview Questions
& Process

It was a pretty standard interview process, both online and in-person, and everyone was nice. They asked questions about my background, schooling, and work history. Even though I came from a different industry, I felt like my experience was still seen as valuable.

I applied in December for the Front Office Coordinator role in Redondo Beach. Over four weeks, I went through four interviews: a phone screening, a virtual one with two team members, an in-person meeting, and a final virtual chat with the main decision-maker. I thought this was a lot for a front office job. The last interviewer was 15 minutes late, making me think she wouldn't show up, and she said she didn't know the time! Because of that, our interview got cut short. She wanted to meet candidates in person for the final stage to see if they were a good fit, but she mentioned she only visits the office once a month and doesn't work there daily, which seemed odd for making a decision about someone. She asked me where I see myself in five years, which felt weird given her time confusion. Throughout the process, I got different answers about the start date, the job itself, and training from different people, like nobody was on the same page. It showed me they weren't clear on what they needed. After all that, I felt like my time should have been paid. It's a lot of interviews for a front office role, asking the same stuff repeatedly, like the 'Tell me about yourself' question and my EMR experience, which was already on my resume. It was frustrating to answer the same questions over and over again. I'm not upset about not getting the job, but the long process ending in rejection is frustrating. If they thought I was overqualified, why put me through so many interviews? Maybe the first interviewers didn't communicate their thoughts. My advice is to shorten the interview process; it's a waste of time. If four interviews are needed, they don't know what they want. One interview should be enough to know if someone fits. Passing decisions up the chain is inefficient. Get rid of the initial 'screening' call; it's pointless. A resume should be enough to decide on an interview. Telling someone they 'pass' a screening when nothing really happens is misleading. Asking resume questions on a screening call is redundant and shouldn't be a gatekeeper. Four rounds for an entry-level job is too much, especially for basic tasks like calling patients about credit cards. If you need that many interviews, the role or candidate isn't defined. A good employer can find the right person after one conversation. If not, rethink the criteria instead of dragging candidates through a long process. Stop having candidates meet with people not involved in the decision. It wastes candidate time and company resources. Since the final round usually makes the decision, why not skip the earlier ones? A single panel interview could have been much faster. Going through a whole month of deliberation just to be rejected could have been done in one interview. Stop wasting time and improve the hiring process. Be clear and transparent with candidates.

Since I was hired from out of state, the process started long-distance. I got an initial email from HR, and then had a short phone interview. After that, I drove to Durham, NC for a 30-minute in-person interview. This included the HR manager I spoke with, my direct supervisor, the company VP, and another upper management member. They offered me the position later that same day.

If they like your resume, someone will contact you to schedule a phone interview first. If you pass the phone interview you get an in-person interview. If they like you, they will then check your references and then about a week later you get an offer. Interview was fairly easy.