Recurve Interview Questions
& Process

The interview process was slow, I had to keep following up. Halfway through, they changed the description of the role they were looking for. Eventually, I was ghosted. I've interviewed here multiple times and had the same experience.

Got a message from an in-house recruiter to start. Then I chatted with the hiring manager. After that, I had some technical screens with a couple of team members. The last step was talking to the CTO, who I found a bit out of touch and arrogant. Then... radio silence! I followed up, but never heard back.

The initial phone screen was good and the person was nice. After that, I had a video interview with two future coworkers. They said I seemed 'really nice' and asked how I deal with workplace conflict given that I am a nice person. After the video interview, I was ghosted.

I saw an ad for a sales job at Sustainable Spaces on Craigslist and applied. A few days later, Sustainable Spaces emailed me expressing interest and said I'd get another email with instructions for an online Predictive Index test. The next email was an apology because they'd sent the first one to everyone who inquired instead of just those selected for the test. So, I was in limbo until I got the email to take the test, which was about two pages long. After that, I got an email to schedule a phone interview with Sustainable Spaces' "Chief Cultural Officer." I was confused why a 60-person company needed that title, thinking it was a remnant of the dot-com era. I spoke with the "Chief Cultural Officer" on the phone for about 20 minutes; she was very nice and personable. She said her assistant would schedule an in-office meeting. Her assistant emailed me to set up a time to meet with the Sales Manager and the "Chief Cultural Officer." When I arrived, the office was very nicely decorated, which seemed excessive for a company that just got $6 million in VC funding. I met with the "Chief Cultural Officer" for 45 minutes. She mentioned I wouldn't meet anyone else that day, and that would be scheduled later. I didn't mention that the email said I'd meet the Sales Manager, but I let it slide. We discussed the Predictive Index test, which seemed accurate. She asked me questions like what I do for fun and the latest book I've read, which I found odd for a "Chief Cultural Officer" at a small company. I was getting annoyed, and I'm sure it showed. She mentioned they were interviewing 12 people for the position, which surprised me. My assessment is that companies often undervalue the candidate's time, which Sustainable Spaces did. It was also strange to bring someone in to meet the same person they already spoke with on the phone, especially when it wasn't the direct hiring manager. Bringing in 12 people for on-site interviews seemed inefficient; they should screen more by phone first. Sustainable Spaces has a great energy efficiency model but needs to improve its hiring process efficiency. I received a rejection email a few days later, which I expected.