NextGen Healthcare Interview Questions
& Process

The interview process for this remote US-based Pricing Director role involved three rounds plus a take-home assignment. It started with an HR screening, followed by an interview with the hiring manager. Then, there was a take-home assignment where I had to analyze pricing data and create a slide deck with my insights and recommendations. The final round was a panel interview with colleagues. I felt good about all the interviews and got positive feedback during them. However, after the last round, I didn't hear back. The recruiter initially said the hiring manager was traveling, causing delays. A week after their return, I followed up and was told again about delays. After waiting a month, I reached out one more time, assuming they'd moved on but seeking feedback for improvement. The recruiter, who was then out of the country, promised to check with the team. A few days later, I was informed they hired someone else, with no explanation. This was frustrating given my experience and qualifications, and the post-interview process felt questionable, making me wonder if they were even hiring or just seeking free consulting. I eventually stopped trying to get feedback.

The interview was more than just a formal assessment; it was a genuinely positive and refreshing experience. The interactions with the interviewers were excellent—they were not only polite and professional but, most importantly, supportive. Instead of feeling like an interrogation, the conversation felt like a collaborative discussion, which immediately put me at ease. They seemed genuinely interested in my potential and provided helpful context and feedback throughout the process.

So, a job interview is like a chat, formal or informal, where we see if you've got the stuff for the job. We'll ask about your past, how you handle problems, and what you're aiming for. We could chat in person, on the phone, or video. Sometimes we do tests, or a bunch of chats with different people. The main idea is to check out your skills, both the hard and soft ones, and for you to get a feel for the company and the gig. What we're looking for is a good match.

I saw the posting for Senior Software Engineer (USA) on a job board and applied online since my decade of experience in healthcare IT development perfectly matched their requirements. About three weeks later, a senior talent acquisition specialist emailed me requesting two date and time options for a phone interview. I provided my availability, but they never responded. I've since learned that this company commonly ghosts candidates and has unprofessional recruiters. Given their primary development hub is in India, I suspect US-based IT roles are for non-critical applications, explaining the lack of professionalism and seriousness towards these positions.