P\S\L Group Interview Questions
& Process

After being contacted by HR via email to set up a call, we talked about the role and my general skills, experience, and education. Then, I had a call with the hiring manager to go over the position, duties, and expectations and to learn more about my abilities, knowledge, skills, and experience. Following that, I had a second call with the chief manager, which was similar. Lastly, HR got in touch to make an offer, and after I accepted, we moved forward with the hiring paperwork. The job officially started two weeks later. Throughout the process, they provided detailed information about the role, team, company culture, and the organization. My experience over the initial three months has been great. The whole process took two weeks.

I was approached on LinkedIn by a recruiter for this role, and after some initial hesitation due to another ongoing interview process, I agreed to move forward. The first interview was with the recruiter, who asked standard prescreen questions and gave me more details about the company. We felt it was a good match, so they scheduled the next interview. The second interview was a panel with the Director of InfoSec, a Team Lead for Network Operations, and the CTO. I really enjoyed this conversation; it felt natural and dynamic, like we were already collaborating on security scenarios. After that, I had an interview with the EVP of Security, my potential manager. This person was also pleasant and easy to talk to. The whole interview process seemed well-organized and efficient. I was impressed with the talent acquisition team and the collaborative dynamic among the interviewers.

I went through 3 interviews. The first one was with HR, and we talked about my past work experience and my personal background. After that, I had a video call with my manager and some other leads, most of whom are based in Montreal. This part was entirely in English and was quite technical. The final interview was with the director in Mexico. This interview wasn't technical at all; it was more focused on getting to know me and my personality. Each interview lasted for at least an hour.

I was initially contacted by a recruiter from a staffing agency. They were professional, met with me in person to assess my fit for the company and the role. A few days later, I had a video call with the VP I would be reporting to. He had been in the role for about six months and asked questions that weren't overly difficult, focusing on my career goals and organizational fit as much as my technical skills. He was also open about the challenges I'd face in the position. I received positive feedback from the recruiter and a follow-up interview was scheduled. This interview was a mix of an in-person meeting with one person and a video conference with three others in Montreal. Unfortunately, I didn't get the names and titles of the interviewers until just a couple of hours before the interview. This was a bit of a rush, and it seemed like the interviewers, who I would potentially supervise, weren't fully aware of the management level of the role I was applying for. Their questions felt more suited for a junior Project Manager. It seemed like there might have been a misunderstanding about my role or the VP's plans to add a management layer. Instead of discussing process improvements or staff management, the interview largely revisited my resume with straightforward questions. The Project Managers mentioned they were at full capacity and couldn't implement needed process improvements, and some of their comments contrasted with the VP's description of the company's situation. This gave me a sense of disorganization. The feedback from this panel was disappointing and seemed off. The VP never followed up with me about the discrepancies I noted to the recruiter. The age difference between myself and the interview panel (who were much younger) might have played a role in their perception of me. Ultimately, I received a better offer from a major bank the following week for a Senior PM/BA role.