Sedgwick Interview Questions
& Process

I applied and was emailed to schedule a video screening with the recruiter. I scheduled it and joined Teams, but the recruiter didn't show up on video and it only took 10 minutes answering basic questions. The next day, I got a text to schedule the next interview. I texted back with my availability, but got no response. I texted again with more availability, and still no response. I emailed the recruiter to follow up since I was still interested, but still no response. I work a job with random hours so I was trying to get it scheduled. They were having a hiring event for the same position, so I attended and the interviewer didn't know much about the role but mentioned others had the same issue. I'm still waiting to hear back about a secondary interview.

I was interviewed by 2 hiring managers for this position. They were both very nice and friendly. They explained the responsibilities of the role and asked about 5 questions. They also asked if I had any questions for them after they described the job.

I applied for a high-level Internal Communications role at Sedgwick. About a week later, a recruiter reached out via email to schedule a screener interview for the next day. However, just 10 minutes before the scheduled call, I got an automated rejection email. Then, 5 minutes later, the recruiter texted saying her meeting was running late and asked if it was okay to call a bit later. I agreed but also mentioned the rejection email I'd just received. She called 10 minutes later and said she had no clue why I got that email, as she owned the requisition and hadn't made any changes. Our screener conversation went well, with good questions that allowed me to showcase my skills and potential for growth. The role was a perfect fit for my skillset and career path. I sent a thank you note, but heard nothing. A week later, I sent a follow-up email, and again, received no response. I never heard back from her.

The initial interview experience was great. I talked to several directors and the SVP, and they seemed really excited about my skills and how I might fit. I liked the time and detail that went into those early talks. But then, things went south fast. It started as a Manager job talk, but turned into an AVP opportunity, and they told me to go for it, promising the Manager role would still be there if AVP didn't work out. That's exactly what senior leaders said. After a bunch of interviews, a presentation, and months of talking, they just ghosted me. Deadlines passed with no word. I got vague timelines that never happened, and when I followed up nicely, they either ignored me or gave me conflicting info about what was promised. In the end, after asking multiple times, I found out neither role was open. No apology, no taking responsibility, and no real end to it. A senior leader blamed it on a 'miscommunication,' even though the conversations were super specific and they quoted things. My advice to management: if you tell a candidate 'this job is yours' or 'you're the top pick,' you need to follow through. If things change inside your company, let the candidate know clearly and quickly. Candidates deserve honesty, especially when they're being honest with you. This kind of thing really hurts trust and your company's reputation more than you realize.