PRI Global Interview Questions
& Process

PRI's consultant contacted me about a contract role with their client, MasterCard. They asked standard questions about salary expectations and my 2-month notice period. An interview was set up with MasterCard, and I got selected. The PRI consultant then said an offer letter would be released that week, but I never heard back. When I called, she said MasterCard was finalizing my role and project, which would take time. I waited a month (during my 2-month notice) with no updates. When I called again after the promised offer letter date, she stated MasterCard needed candidates who could join within 30 days, which wasn't possible for me as she'd already used up a month. She then falsely promised that MasterCard was considering me for another team needing no immediate joiners, pending the manager's return from vacation. After the manager returned, I called 2-3 times and each time got the same excuse that she was still discussing my profile with MasterCard. Honestly, don't apply through PRI, it's a waste of time.

To be a good fit for this role, you should have good relationship building and interpersonal skills. You also need to be self-motivated and committed to your work. Being a good team player and able to adapt quickly to challenging situations is important. An optimistic outlook and strong determination are also valued.

They asked good questions. They gave a lot of insight and information on the role and position, what to expect, process of hiring, etc... Questions weren't too hard, but felt like they were good questions. They wanted to know about previous positions and the type of tasks I had. They really like to make sure you are a good fit with the rest of the team, so you will meet the others.

When there's a vacancy, we first see if we really need someone and if their skills match our goals. For new roles, we look at strategic goals, check for skill gaps, and see what's needed now and in the future. We might do a Job Analysis for new positions. If someone leaves, we usually replace them. Before hiring, we check if the role needs changes, like the required level or tasks. We also consider if any tasks can be moved or if there are supervisory duties.