Rescue | The Behavior Change Agency Interview Questions
& Process

The interview process was pretty standard. First, I had a 25-minute call with the Recruiter, which went really well. Then, a week later, I interviewed with the Hiring Manager for 45 minutes. After that, I was given an activity to demonstrate my technical skills for the role. I actually enjoyed the activity because it gave me a better understanding of what the job would entail. The final stage involved me presenting my completed activity to the Hiring Manager and the Department Lead. They made sure to give me ample time to ask my own questions and learn more about them and the company.

The interview process started with a phone screen and then moved to a Skype interview. The Skype interviewer seemed distracted and confused by my credentials, and was defensive. I suspect the interviewer may have been uncomfortable speaking with a Black candidate, and wanted to end the interview quickly. The interview felt disorganized and may reflect the agency's internal operations. The interviewer's questions seemed disconnected from my resume, like asking about photo or commercial shoot experience, which is typical for a Creative Director. I believe the interviewer may have had some bias against non-white candidates. Much of the interview focused on conflict resolution rather than the creative process or how I would lead a team. The Skype call was interrupted midway because the interviewer's booked conference room was double-booked, requiring us to end and restart the call. It was a disorganized experience, and I felt some of the treatment was race-related. I'd advise qualified senior creatives of color to avoid this agency.

The interview process was pretty standard for an agency Strategist role. I had a chat with HR, then with the managing director, and finally presented my thoughts to a larger group of people. The team I presented to came across as quite condescending and unreceptive. The agency focuses on working with minority and at-risk communities, yet there was no representation in their office from the audiences they serve. When they asked me questions about the audience, they were closed off and didn't seem open to the information I shared. This felt really uncomfortable because I'm part of this audience and have both personal and professional experience creating programs for them. It was disappointing and unfortunate how it all went down, especially since I had high hopes for a group that claims to be a 'behavior change agency.' They seemed very hesitant and unreceptive to unique or new perspectives from someone who is actually part of the audience they aim to reach.

I applied online and then HR called me to schedule a quick phone screen with a recruiter. That call with the recruiter was about 15 minutes, mainly for introductions and to learn about the job. After that, I got an email to set up a Skype interview with someone from the team. The interview went well, and I felt a good connection with the interviewer, enjoying learning about their work. It seemed like they also liked learning about my experience. So, I was really surprised to get a standard rejection email from HR just two days later. I really thought I'd at least get to talk to the hiring manager. When I asked for feedback, they told me they don't share feedback because of their policy.