Shadow Interview Questions
& Process

Ça a commencé par un appel téléphonique avec un recruteur, puis un entretien en visio avec le responsable du stage et un autre membre de l'équipe où on a parlé de mes études, de sujets techniques liés à mes cours, et de l'état du domaine et du stage. Pour finir, un dernier entretien en visio avec le manager pour le screening final.

The process spanned over a month, featuring five rounds. It began with a fit interview with HR, covering my current role, understanding of the offer, the firm, and its culture. This was followed by a case study in the second round, which I had to prepare beforehand and present. The third round involved a language test with native speakers, specific to the region. The fourth round was a technical interview with the Head of Comms and another regional manager, focusing on quick wins for sales and marketing. The final interview was with the CEO, discussing future projections and overall strategy. Each interview concluded with feedback from the recruitment officer, detailing strengths, areas for improvement, and points needing further conviction. While the people and culture were great, and feedback was systematic, the process felt long, and there were issues with information flow between interviewers, leading to repetitive discussions about my background and aspirations.

I applied for the job, and about 2 weeks later I had a phone call/interview with the Head of HR in California that was supposed to last half an hour. The interview lasted 45 minutes and went well enough that he told me he wanted me to speak with others, and explained the next steps, timing, etc. Two days later I received a non-personalized/automatic email from the HRIS saying basically, no thank you. When a candidate takes the time (at 5 AM Paris time, just a detail) to speak with you, when you let them know they will proceed to the next stage, etc., you owe them more than an automatic email telling them the opposite. Not proceeding to the next stage is not a big deal in itself - it's the way it's done. It's a total lack of respect for your candidates, who, I remind you, are also stakeholders.

The interview process had four stages: first, a recruiter call, then a meeting with the support manager and team leader, followed by an interview with the Director of Support, and finally, another round with the Talent Acquisition Manager. Throughout this process, I was really well supported by Cédric, the recruiter. He made sure everything went smoothly. Honestly, this was by far the most human and best recruitment process I've ever experienced. It was super refreshing and gave me a great first impression of the company. It's awesome to see a company put so much effort into it.