North Highland Interview Questions
& Process

The interview process had four stages. First, a recruiter screened candidates to check their experience. Then, there was a skills interview with two exercises and a request to explain the rationale. The second interview was with a senior person to see how the candidate would fit in the company. The final stage was an in-person redo of the skills interview. The process started professionally, but North Highland became unprofessional. For example, the senior member in the second interview didn't get the meeting invite, another candidate's name and interview slot were sent for the same role, and a rejection email was sent by mistake days before a scheduled interview. Also, the skills interview had to be redone because the first interviewer didn't submit enough information. The initial process took from late February to mid-May, with many follow-ups to the recruiter. In August, the recruiter reached out again because North Highland was reopening the role, and they resumed the process. However, communication stopped, and another automated rejection email was sent in late September.

I interviewed for a Senior Consulting position at North Highland and felt a strong alignment with the role and company. The phone screen with the recruiter went well, and I was told I would receive feedback within 48 hours. Unfortunately, I never received any follow-up. If you speak with a candidate, it’s only professional and respectful to let them know if they are not moving forward in the process. That didn't happen here.

It began with a 30-minute phone call where they asked me some basic questions about my background, my experience from university and work, why I want this job and to join the company, and some market knowledge questions. The interviewers were really nice. After that, the next step was an individual assessment, then a group presentation with other candidates, and finally, a last interview that was pretty similar to the first one.

The interview process was a well-organized and comprehensive journey. It kicked off with a phone screening, which set the tone for what was to come. The video call with the Recruiter added a personal touch to the process, allowing for a more in-depth discussion of my skills and experiences. The highlight of the process was the two board interviews, where I had the opportunity to engage with key decision-makers. The depth of these interviews gave me a real sense of the company's values and expectations. Additionally, the interview with HR provided insights into the company culture and how my role would fit into the broader organizational landscape. This was followed by a background check.