Nerdio Interview Questions
& Process

The process is bulky. It started with a Personality and Wonderlic test, followed by HR, then the Hiring Manager, a Team member, another manager, and finally the Director/VP. After a week, I got a rejection email, which was canned. I then reached out to my contact at Nerdio and was told the hire was based on a unanimous vote. I received great feedback from everyone except the VP. Any company that hires via unanimous vote is hiring from a place of fear and it shows that leadership has no confidence in who they have hired to run the company.

The process was ridiculous! I applied in mid-April and got an automated rejection, but then a month later, someone from HR (not a recruiter, just helping out) contacted me to schedule an interview. I was introduced to the hiring manager and then some additional stakeholders. The hiring manager was nice, but the other stakeholders never even responded to emails to set up times. Ultimately, I received a rejection email. Major red flags were that it's a Microsoft company, meaning they use OneDrive and SharePoint for all content, which is a big no-no.

The interview process involved about 4-5 interviews. It began with a recruiter call. The recruiter seemed unfamiliar with the role and didn't seem very engaged in our conversation. After completing all the stages, I was ghosted – no email, no call. It was a really strange experience. I think it's not just this company or the current job market; big companies seem out of touch with what they offer and their salary ranges, and the candidate experience isn't great. I can't imagine these companies retaining employees if they're actually hiring and not just using candidates for free input.

Andy the HR Director was great with following up and respects your time. After a few calls to gauge expectations and role details, I was impressed with Nerdio's technology. Andy's professionalism helped me decide if this was a good place to work. Then, Andy introduced me to the VP of Sales and the Director of Sales. I spoke with each of them over a week and a half. They set up an in-office meeting that took up most of the day. The interview day was surprisingly structured, which allowed me to get a feel for the company culture. The process was pretty straightforward. I was asked to complete a competency and personality test during the interview process. After the offer letter, I had to do a drug screen. HR was on top of everything, making the overall process very smooth.