Resolvit Interview Questions
& Process

So, the recruiter was super nice and professional, and really good at keeping in touch and seeing if I was still interested. She talked to me first, then set up an in-person with the VP of Talent Acquisition, who was also nice and professional. The next day, the owner took me out for lunch. It was weird because instead of talking about my work stuff, he spent most of the time asking about my personal life, like where I grew up, about my parents' divorce, and my relationship with my dad, even asking about his death. It was uncomfortable and brought up painful stuff. Even though it was bizarre, I was still interested. The recruiter said he liked me but wasn't ready to offer yet, which confused me since he barely knew my professional background. I suggested another meeting to talk about my work experience, but he ended up asking the recruiter to meet with me instead. A couple weeks later, I found out I didn't get the job. I get that they need to find the right person, but it's tough when you feel interrogated about your upbringing. He seemed like a good guy but definitely needs some interviewing training.

I had an interview with HR to discuss the hiring modality and benefits. Then a technical interview, followed by another interview with people already working on the project. I liked the technical interview; they asked many questions that were quite relevant to the position. I didn't receive a formal offer, but I gathered from the project team members that it wasn't the technological stack I was looking for. In fact, there was much more manual testing than automation. There was a miscommunication between HR and the technical team, as they had told me the position was 100% automation.

First up was a chat with the Corporate recruiter. She was really nice and easy to chat with, helped me understand the company and its culture. She asked a lot about my experience, like the intensity and size of places I've worked. Next, I met with the branch manager and the internal team. The branch manager was tough, asking really in-depth questions and was pretty intimidating. Having smart questions and answers ready is key. The sales folks are money-motivated and know how to close, it's not a trick. The last step involved flying out to another office to meet another team. This was the most stressful but also the easiest part.

So I got a call from a recruiter at Resolvit to set up a Skype call. During that call, they offered me an interview for a Senior position at GE Finance in Cincinnati, OH, with a salary of $83,000. About 24 hours later, I got a call from a senior IT lead at GE Finance, also through Resolvit. He interviewed me and seemed really interested in my profile, so he suggested the Resolvit Director overseeing this practice at GE should interview me. This happened about 72 hours after that. The interview with the Resolvit IT Director went pretty well, and he seemed happy with my answers. What was a bit odd though, was that he mentioned the selection process would be based on 'Price,' making me wonder if the initial $83,000 salary wasn't firm and that they were in a cost-reduction phase. Then, this morning, seven days after the first call, I got an email from the recruiter. She said the budget for the position was lowered to $56,000 from the original $86,000, according to the Recruiting leader at GE. This isn't surprising given how much GE has changed. Back in the early 2000s, GE Consumer Products was all about dynamic change and rapid development. My second time in Global Operations, I noticed less discipline and a very unstructured company, as if the global economy and recession really impacted their reliability. Frankly, I'm really disappointed with GE. A pay scale downgrade in less than 10 days clearly shows poor planning and inconsistent recruitment. I'm not the only former GE employee who's experienced this lately. Many former colleagues chose other companies for professional growth because of GE's recent practices. It's a pretty disappointing corporate move.