Performance Trust Interview Questions
& Process

So, the very first stage was a chat with HR. I actually had a referral, which was apparently helpful since they tend to prioritize people they already know or who come recommended by them.

I applied for a Summer 2020 internship through Handshake as a junior. A few weeks later, I was invited to an on-campus interview at the University of Notre Dame with two alumni from Performance Trust. This was a casual 30-minute chat about the company's functions. After that, an HR rep reached out to schedule a final on-site interview at their Chicago office. The on-site involved a brief online assessment, a chat with HR, and two interviews with current employees. I found out I got the offer about 1.5 weeks after the final interview. The entire process was smooth, and HR was accommodating and responsive. Their travel partner, Pana, assisted greatly with travel and reimbursements for my trip to Chicago. A highlight of the on-site was meeting the head of recruitment for an open discussion about the hiring timeline and factors influencing my decision. Performance Trust's recruitment process stood out as the most open and adaptable I experienced, and I was consistently updated on my application status.

The interview process had three parts. First, there was a phone screening with HR. Second, a phone interview with the Supervisor. Third, a three-hour panel interview. This panel interview included a 50-question Wonderlic Cognitive Test (an aptitude test), brain teasers, questions about general interest, behavioral questions, and accounting skills. Although the interview process was kind, two of the five panel interviewers were rude. The Supervisor seemed to have lost interest and was challenged by patience. The panel interview also showed that this company lacks racial and gender diversity.

It was a phone interview first, then I met with six people. After that, there was a computer test that felt like it was for elementary school students. The six people I met with weren't prepared, some hadn't even read my resume. They had to brainstorm questions, and it felt like they weren't tailored to my experience level. They were unfocused. How can you assess someone without reading their resume? I left not wanting to join them. They did reach out about a different group with a good offer, but I declined because I didn't see myself fitting in with that team.