Quest Analytics Interview Questions
& Process

It was a pretty long process with many people involved. I believe I had around 6 remote interviews with different groups of people. Each group asked pretty much the same things, like they were reading from a script. The questions were standard for client services roles.

This was the most dehumanizing interview process ever. I went through 3 interviews and then they asked for a background and reference check. They required FIVE references, and THREE had to be former managers. It's ridiculous to ask for so many references, especially for an entry-level job, and even crazier that three have to be managers. I did it though and asked my references to complete the Skill Survey. I haven't heard back after asking for an update. My background check is fine and I'm sure my references are good, so I don't know why they stopped communicating. I get that hiring takes time, but no update after this long is really weird and off-putting. So much of my time wasted.

It started with a recruiter screening with some easy technical questions. Then, I had a second interview with the manager and lead, which was a mix of conversational and technical topics. The final round was with the VP and CTO, and it was also a mix of conversational and technical.

Quest's interview/screening process is thorough. The talent team (HR) did a phenomenal job of taking my pulse throughout the process and addressing potential snags or concerns in the job "fit". 1) Phone screening with Casey Terry, the Senior Technical Recruiter at Quest Analytics. Casey worked around my schedule and was warm and personable on the phone call. I had spoken with a number of HR professionals at this point. Having an HR professional set me at ease during a phone screening was rare and quite nice. 2) Phone screening with my would-be-manager. This was a good introduction to Quest's business model and how the Data Engineer position would contribute. Quest is using an impressive list of hot technologies. I was open about which technologies I had experience with. The interviewer described a company culture that would bring me up to speed. Again, having a future manager set me at ease during a phone screening was rare and quite nice. 3) Technical Code Screen: Six short interviews over three hours. One interview was technical. It was in the style of paired programming. 4) Reference Submission: Automated reference system. It was nice to be able to track my reference's response rate and follow up as necessary. 5) Job Offer.