Shea Labagh Dobberstein Interview Questions
& Process

After submitting my online application, a Principal from the firm emailed me to get more information and then asked to set up a phone screen. The call was pretty quick and it seemed like he didn't have many questions ready. As the interview went on, it was clear he didn't know the right HR or recruiting questions to ask to understand my background. He asked some strange questions, and often followed up questions about my work experience with 'And did you enjoy it?' or 'How did you like it?'. He didn't ask anything about my actual HR or Recruiting experience, even though I've been a Recruiter before. The questions were really basic, and he had clearly just skimmed my resume. He also kept saying the job duties weren't finalized and they were still figuring out if the role would even have HR responsibilities, despite it being in the job title. It also seemed to bother him when I asked if the role was hourly or exempt, and he was hesitant to share details about the benefits or salary range, even though California law requires employers to provide a salary range when asked since January 2018. The whole interview was very disappointing; I had high hopes based on other reviews. I followed up with a thank-you email. He replied that I was no longer being considered, so I thanked him again and asked for feedback and the reason why they weren't moving forward. He never replied, which I think says a lot about the firm's attitude. I was initially excited about this company but ended up very let down.

The interview process started with a phone call, followed by an in-office meeting. I met with two partners and then a peer. I felt confident an offer would be extended and knew what it would be. The official offer arrived a week later. The firm's interview approach seemed quite relaxed.

After submitting my application online, I was emailed to set up an in-person interview. They were pretty flexible with scheduling, giving me a two-week window and letting me pick when I could come in. When I arrived for the interview, I had to fill out some paperwork. Then, I met with three managers, each for about 30 minutes. The interview was pretty straightforward; they asked general questions about my education and previous work history. There were also questions about my interest in auditing and the job itself. Overall, it was an easy experience. The managers were dressed professionally, but the vibe felt very casual.

An internal recruiter reached out and invited me for a casual chat about the role. They got a good sense of my current job and what I do at my employer. I made it clear I don't have experience with employee benefit plans audits. Despite this, I was still asked to interview with a partner. We spent an hour discussing the different ways my employer handles audits, software, and training. Afterward, I was told they couldn't proceed because I lacked employee benefit plans experience.