Sierra-Cedar Interview Questions
& Process
Real candidates share what happened, how many rounds they had,
and how the experience turned out.
Based on 14 interview experiences · FREE TO READ
Which role are you interviewing for?
6 roles · 14 reportsCandidate interview experiences
First-hand accounts from people who interviewed at Sierra-Cedar.
Sierra-Cedar
Senior Role
Senior Easy Negative experience No offer 6 rounds
Interview process
Recruiter call Phone screen Technical screen Onsite Presentation Offer Background check
Interview formats
Behavioral Technical Presentation
The interview process dragged on for months with multiple changes to the interview plan. For example, they'd say I would speak with someone, but then change direction and set up an interview with someone else. I had to do a lot of follow-up to keep things moving and find out what the next steps were. It was a very disorganized recruiting process. Two people told me I would get a call to discuss offer details as the final step. After a month of not hearing about my offer, I declined to continue. Then I was told they gave the offer to someone else. I'm glad I'm not working for them.
Confirmed questions1 question
- What are your strategies for managing remote staff?
Sierra-Cedar
Senior Consultant
Senior Difficult Negative experience Decline offer 7 rounds
Interview process
Recruiter call Technical screen Phone screen Onsite Background check Offer
Interview formats
Technical Behavioral Coding
Applied online and then got an email from a recruiting manager for an initial phone interview. After that, they sent a technical exercise to complete within a few hours, which apparently determines junior vs senior role placement. Then, I had a session to go over the technical exercise with another team member to discuss my thought process and platform experience. This was followed by a 30-minute phone call with a Director, and then a face-to-face interview with a Sr. Manager. In between, the recruiter mentioned waiting on contracts to be won, which would take months for the HR process to finish, a heads-up that would have been appreciated earlier. A couple of months passed with the recruiter checking in every 2-3 weeks. Then, there was a 30-minute phone call with a VP. After waiting a week or two for scheduling due to Sr. Management travel and client site commitments, I had a 30-minute phone call with the SVP or Practice Manager, followed by another 30-minute phone call with someone else in Sr. Management. Finally, an offer call was scheduled, but by then I had two other offers from companies with more streamlined HR processes and a quicker pace, especially before the holidays.
Confirmed questions1 question
- I've never encountered a company with such a prolonged HR process. I remained patient because I believed it was a great fit, but be aware that they initiate the process by implying you might start within weeks, which isn't the reality. When it takes months to finalize contracts, it raises questions about the company's stability. The people I spoke with were pleasant, and the interactions were professional and courteous, but I wish the HR process hadn't been so delayed, especially given the overall suitability of the role. Ultimately, it was a timing issue, and what's meant to be will happen. Also, remember that before a formal offer is documented, there's an offer call to discuss the details, which isn't very helpful when you have other written offers to compare. Because the process dragged on for so long, it felt like a waste of my time, effort, and energy, leading to a negative experience. My advice is to address this point during the initial recruiter call to avoid wasting your time.
Sierra-Cedar
Senior Role
Senior Easy Negative experience No offer 3 rounds
Interview process
Recruiter call Onsite
Interview formats
Behavioral Other
Lots of back and forth via email, then three in-person meetings spread out over a few weeks. The interviews felt disorganized, and the interviewers' questions weren't great. Honestly, the interviewers seemed inexperienced, and one person I spoke to who could have told me about the company, its culture, and the project, held back info that would have shown me it wasn't a good fit.
Confirmed questions1 question
- Tell me about your past work and what you can do.
Sierra-Cedar
Peoplesoft Consultant
Mid Average Positive experience Accept offer 5 rounds
Interview process
Recruiter call Phone screen Onsite
Interview formats
Behavioral Technical
The interview process was quite open and lasted about three weeks. There were four phone interviews and then one in-person interview. They mostly asked questions related to the skills listed on my resume, and they really focused on my past project experience.
Confirmed questions2 questions
- Can you tell me about which HCM modules you transitioned to fluid and the process you followed?
- Could you describe a situation where you utilized AWE and outline the typical steps for its implementation?
Sierra-Cedar Interview Questions
Quoted word for word from Sierra-Cedar interview reports.
“What are the latest technologies in Oracle databases, specifically related to different versions?”
Read reports →“Can you explain how HCM modules integrate with Oracle Payroll?”
Read reports →“In a scenario where customer data is lost before delivery, how would you ensure customer satisfaction?”
Read reports →“Can you describe some key interactions between procurement and other departments?”
Read reports →“How would you approach a company that is launching a new product and it is known that they require our product?”
Read report →“What are your strategies for managing remote staff?”
Read report →“Is business travel something you are open to?”
Read report →“How do you feel about working remotely?”
Read report →“Could you describe a situation where you utilized AWE and outline the typical steps for its implementation?”
Read report →Formats, difficulty and experience
Across all 14 Sierra-Cedar interview reports.