OneDay Interview Questions
& Process

HR emailed me to set up a call for that day, which we did. But the person never showed up. I emailed them back but got no reply.

The interview process was great and efficient! Communication was very clear as were expectations. I was given a number of "assignments" to complete before and after the initial interview that were not too time consuming and related to the role.

The interview process was initially engaging, with each step clearly laid out. It started with a 15-minute Meet & Greet, a fast-paced video call for self-presentation. This was followed by a more in-depth 30-45 minute video interview with a 50-50 give and take. The final stage involved a 30-60 minute presentation where I had to solve an issue or work through an active scenario, demonstrating my approach. However, the time between these sessions was quite long, and communication was poor. I had to proactively reach out to keep things moving, otherwise, I felt I would have been forgotten. What was described as a day or two or early next week often turned into 7-10 days. While the excuses were plausible, the consistency of delays was concerning. It felt like the process was hindered by a few individuals who were not open to diverse candidates or ideas. The company's approach seemed to be playing it safe by hiring people similar to themselves or those they perceived as less capable, which is a risky strategy for a startup. Hiring talented individuals and finding the right fit for them, rather than fitting them into available roles, could unleash their potential. The current issues with employee turnover are likely due to a broken interview, selection, and onboarding process, rather than workload, hours, or lack of intellect. The focus should be on finding the right fit and evaluating talent properly. If the interview process involves such handling of candidates, it suggests a lack of value placed on people. I'm glad it didn't work out, but someone should be aware of how candidates are being treated.