OnBoard Interview Questions
& Process
Real candidates share what happened, how many rounds they had,
and how the experience turned out.
Based on 8 interview experiences · FREE TO READ
Which role are you interviewing for?
7 roles · 8 reportsCandidate interview experiences
First-hand accounts from people who interviewed at OnBoard.
OnBoard
Sales Development Representative
Entry Easy Neutral experience No offer 2 rounds
Interview process
Recruiter call Phone screen
Interview formats
Behavioral Other
Started with an initial call with an HR person, just some normal interview questions to get to know me. Then, moved on to the next stage with two people, a manager and a director. They were nice, but the interview felt unstructured. They introduced themselves, and then they asked me, "so what questions do you have for us?" Most of the interview was me asking them about 8-10 questions and them answering. The HR person was super quick and responsive until this point, then when I tried to follow up, I got silence. As others mentioned, you'll know if you're moving forward; otherwise, you'll just be ignored.
Confirmed questions2 questions
- Can you describe your typical daily activities?
- What keeps you motivated?
OnBoard
Software Engineer
Mid Average Neutral experience No offer 4 rounds
Interview process
Recruiter call Phone screen Take home Technical screen
Interview formats
Coding Technical
The interview process started with a recruiter call, followed by an interview with the hiring manager. Next, there was a code assignment, which was then reviewed by three developers. My impression is that if you're selected to move forward, you'll get an update, but you won't hear back if you're not chosen. Sending follow-up emails is pointless as they won't respond.
Confirmed questions1 question
- Regarding the code project, what changes would you make to do it better?
OnBoard
Operations Leader
Manager Easy Negative experience No offer 5 rounds
Interview process
Recruiter call Onsite Offer
Interview formats
Behavioral
This startup's interview process was unorganized and unprofessional. The CEO did the initial phone screen. I was then invited onsite. Upon arrival, there was no reception, and I had to find someone to guide me. I interviewed with 4 managers and the CEO. Many of them mentioned they weren't properly notified and were unprepared. The last interview was with the CEO, who said he'd inform me about next steps and then left me to find my way out. Three weeks later, after I was about to send a follow-up, I saw on LinkedIn that someone had been hired for the role. I never received any notification or rejection email. It's disappointing because candidates take time off for interviews, and the least they deserve is a rejection email. This company's leadership seems to lack basic customer focus, which is crucial for growth. How they treat candidates reflects how they treat employees and customers. I wouldn't recommend this company to candidates or as a business partner.
Confirmed questions1 question
- Can you share the most significant obstacle you faced in your past position?
OnBoard
Design Engineer
Mid Average Positive experience No offer 5 rounds
Interview process
Recruiter call Phone screen Technical screen Onsite Background check Offer
Interview formats
Behavioral Technical Coding System Design
Standardizing your interview process is key. It helps hiring managers, interviewers, and recruiters compare candidates fairly. It's important to be ready to ask and answer questions. A consistent process helps us hire better, more qualified people over time.
Confirmed questions1 question
- Can you tell me about how you approach standardizing your interview process, considering how it helps hiring managers, interviewers, and recruiters make even comparisons between candidates? It's important to ask questions and to be prepared to answer candidate questions. A standardized interview process will lead to better, more qualified hires long term.
OnBoard Interview Questions
Quoted word for word from OnBoard interview reports.
“How would you go about creating personas if you first had to identify specific market segments?”
Read reports →“What keeps you motivated?”
Read reports →“Can you tell me about how you approach standardizing your interview process, considering how it helps hiring managers, interviewers, and recruiters make even comparisons between candidates? It's important to ask questions and to be prepared to answer candidate questions. A standardized interview process will lead to better, more qualified hires long term.”
Read reports →“Would you be willing to commit an additional 2.5 hours away from your family to work for us?”
Read reports →“Regarding the code project, what changes would you make to do it better?”
Read report →“Can you describe your typical daily activities?”
Read report →“What's your approach to candidate experience strategy?”
Read report →“What makes you want this job?”
Read report →“Describe your ideal work environment.”
Read report →Formats, difficulty and experience
Across all 8 OnBoard interview reports.