Rehlko Interview Questions
& Process

Applied online and heard back within a week. First, I had a recruiter call to discuss my background. About a week and a half after that, I had a second interview with the payroll manager. Before the second interview, I had to complete a personality assessment. The manager asked about my background again and tried to make it conversational but didn't ask many questions. I got the feeling the manager wasn't really looking to hire anyone and was just going through the motions. I didn't get the job, and they didn't provide feedback on why. It's frustrating because they said they don't use assessments as a hiring reason, yet without feedback, it's hard to know if it was a cultural fit issue. Candidates should get feedback after a second interview. Reading other reviews, it seems like others had a similar experience.

The interview process involved multiple rounds with the hiring manager and potential colleagues. There was a panel interview, an HR interview, and an in-person tour of the plant. The entire process took over four months to complete.

I applied online May 18th for a position at Kohler Energy, now Rehlko, and scheduled the 1st HR interview the next week. Initial screening with HR went well. The next round interview with the hiring manager was ~3 weeks later. Lots of questions were asked about background, working with a team and other departments. I thought it went well. Then the next day I was asked to fill out a Caliper™ personality assessment through Talogy that took over an hour, and didn't give the candidate the results of the assessment. Then the 2nd HR interview (3rd total) was scheduled for early the next week. Marianna Blok, a high ranking member of HR was my 2nd HR interviewer. I was told not to feel stressed and under a lot of pressure at the beginning of the interview. What followed was the most combative, inept interview I've ever dealt with. At least three times Blok stopped or interrupted me to tell me I didn't answer her question, wasn't giving the specific information she wanted, or that she didn't care about the details I was giving. She would then rephrase her original general question to ask for the specific details she actually wanted. Specific questions yield specific answers. Asking general questions to make a candidate guess what you're actually trying to learn is terrible communication. Blok was also very rushed, despite being on the side that scheduled the length of the interview. It gave the impression I was only being interviewed to meet a quota for the number of people interviewed at that stage for the position. I received a call the next day from the hiring manager of interview #2, and was told my communication style was too detailed, and I was no longer a candidate. I'm not sure if this determination was reached after my interview with him, after the personality assessment that took over an hour, or after putting me through the worst interview I ever dealt with. It would've been nice to learn of this opinion sooner, rather than later, and prevent wasting several hours of time on opaque assessments, and terrible further interviews.

Applied for one role and was recommended for another role. Interviewed for both and was qualified, but not selected. I don’t think that they are actually hiring for the role just getting a sense of the market.