PMI Worldwide Interview Questions
& Process

So the interview was pretty straightforward and quick. First, a phone call to chat about my background and what they were looking for. After that, I had a series of 4 to 5 one-on-one chats with different people on the team. Mostly they asked questions about how I'd handled situations in the past and my leadership style. The whole thing took about a month from the first contact to getting the offer.

I started with a quick phone call, around 20-30 minutes, which was really nice. The interviewer was super friendly, asked good questions, and also answered mine. She gave me a clear picture of the job and the company. Then, I was invited for an in-person group interview with three people. Two of them were from departments different from the one I applied to, which was actually great because I got to understand how my role would affect other parts of the organization and what they'd expect from me. Everyone was friendly and asked thoughtful questions. Finally, I had an in-person meeting with the Chief People Officer. It wasn't as scary as it sounds, more like a chat. It felt like she cared about me as a person, not just what I could do for the company.

This whole thing was a joke and a waste of everyone's time. I spoke with the recruiter, then the hiring manager (VP of Global Marketing and Communications). After that, I went to an in-person interview in Seattle. It involved three virtual interviews and one more junior person in the room with me, which felt unnecessary since I could have done it from home. The "in-person" part had four people who seemed clueless about what they needed in a Director of Global Communications at PMI, or what success even looked like. They did say I could "own it" and "make it my own" once I "made connections" and "established some wins," but couldn't define what a "win" was. Following that, I was asked to create a full communications plan for a made-up company facing the exact same challenges as PMI. While I'm happy to show my skills, I don't work for free. The recruiter then ghosted me when I followed up for feedback. Basic communications 101: make sure people have a good experience with your company, don't ghost candidates, and ensure interviewers actually understand the role they're hiring for. Everyone should leave with a positive impression, not a negative one like I did. I think I'm a Yeti person now.

The process started with an interviewer call to understand who I am and my interest in the role. Then, there was a 45-minute HM Call with a VP, which was entirely behavioral, focusing on past experiences. This went really well, and I felt a good connection with the VP, answering all questions confidently. The main Interview Loop involved 5 people over 2 days, all virtual. Some conversations were very informal, while others were typical behavioral questions you might find at Google. Later, the recruiter informed me that the VP was uncomfortable with the hiring requirements for this new role and decided to pause it. The recruiter mentioned there were two candidates, which I interpret as them choosing someone else. The recruiter wasn't very responsive, and there was a scheduling mix-up with the coordinator. However, all interviewers were pleasant. No detailed feedback was given beyond verbal comments from the recruiter during the final update call.