Rinse Interview Questions
& Process

The interview began with a rundown of the job, the company, and the main customer platforms. Then, the interviewer talked about how this role helps with the company's current challenges. Finally, we did a pretty casual case study where I had to look at some of the company's platform features and suggest how they might work and how they could be changed.

I'm looking for an entry-level role as a potential pivot in my career. Having been on the hiring process end of things for many years, I want to do something completely different. So, I have a solid understanding of how to treat candidates professionally and respectfully. Three interviews - Hiring manager, regional manager, co-owner. A lot for an entry-level role, especially these days. First interview was great, the hiring manager was very laid back and casual. He asked a few behavioral questions and the rest was just a general interview. Second interview, regional manager. This was an hour long and most of it was spent on way way WAY too many behavioral questions, some were the exact same ones the hiring manager asked. Very tedious and long for an entry-level role. Third interview, co-owner. The interview was rescheduled a few times due to availability and 20 minutes before the interview was to begin I received an email stating that he had just found out the role had been filled earlier that day. Sure you did. He apologized and mentioned he'd be happy to let the hiring manager know if I'm still interested in working for Rinse and they could consider me for any future openings. Um, yeah, no. I get that email is sufficient in many cases, but at that point in the process, pick up the phone and call the candidate. Obviously communication is lacking at this company. Here's some tips, sync with your questions and read previous interview notes so that you're not asking the same thing over and over. Check in on roles where you're part of the interview team to ensure you know where each active candidate is in process. Hire a recruiter to help build an appropriate screening process and initially vet resumes/candidates. Lastly, remember in retail candidates are also potential customers. A poor experience can mean lost revenue, not just from that person, but from whoever is in that person's network.

The initial technical phone screen was passed, leading to an onsite interview. The interviewer started by discussing the company and its processes. I felt my answer to the first question was adequate. The next question asked about implementing a specific use case. However, after a few minutes of my explanation, the interviewer stated they wouldn't hire me. They then vacillated, suggesting they might, before definitively deciding against it. When I inquired about the reason, I was told my answer was 'too specific' and that a more general approach would have been more favorable.

This was the worst professional interviewing experience. It started with a half-hour phone screen where the interviewer, who sounded pretty junior, asked generic questions and let me lead. After that, she asked for my availability for in-person interviews. I went to the office twice and met with six people, including the two co-founders. During one meeting, the interviewer laughed when I asked about an HR department. Another interviewer was socially awkward, making the 30-minute interview painful. I was given an assignment and told to bring my work to the interview. They ended up using at least two of my ideas and didn't follow up for weeks, so I assumed they weren't interested. They steal ideas and don't get back to candidates. I guess I dodged a bullet because the interview process was unprofessional, diminishing, and shady, which likely reflects the work environment.