Spaulding Ridge Interview Questions
& Process

We started with a phone interview, then there was an in-person interview with the CMO and my direct supervisor, and also the general team. A writing/editing test was part of it, but it wasn't free work, it was just about how I'd approach a template. Overall, it was a pretty good and open process with reasonable response times.

The process includes four interviews: a first call with HR, a behavioral interview, and two skills interviews with two different Senior Managers. The interview content focuses on questions about past experiences and hypothetical situations. The skills interviews cover FP&A topics. Between interviews, the company usually contacts within one or two days to inform about the next steps.

The interview process started with a couple of easy and relaxed phone screenings. Following that, there was a take-home case study where I had to create and present a proposal to two consultants. Unfortunately, I didn't move forward after this stage. I was told there were likely one or two more rounds involving video calls with senior team members. The case study, which involved process improvement for a retailer's contract management, seemed challenging initially but was manageable with careful review. It was an ambiguous case with no single correct answer, focused on how one approaches such problems. I couldn't ask clarifying questions about the case. At the end of my presentation, I was questioned about the case, and one question felt repetitive. Post-rejection, I received feedback about 'talking in circles,' which was frustrating given the perceived repetition. The talent acquisition specialist was excellent, providing encouragement and detailed feedback. HR communication was outstanding, contrasting with other reviews. My advice for future candidates is to be confident, charismatic, and concise, especially in the technical interview, which they assured me was not meant to be intimidating.

The interview process is said to be 4 rounds total. First round is with HR, second with another HR team member, third with the leader of the area you'd be working in, and the fourth with the COO or CEO. The first three rounds were relatively simple. The first two were mainly around culture and getting to know you and your experience. The third is a skills-focused interview with behavioral questions. I thoroughly enjoyed everyone I spoke to. But after the third round, I didn't hear anything for over a week. I was told by the person I interviewed with that HR would be reaching out to me in a few days for next steps. Which led me to believe I would be notified either way if I was making it to the fourth round or if my process would end there if I was no longer the right fit. When I reached back out to follow up, I received a response from the HR team member letting me know that the role requirements had changed and they were now looking for someone with less experience for a salary range that was $25,000 less than what we had discussed. It's extremely unfortunate and unprofessional to have aligned on these things internally AFTER three weeks worth of interviews and waiting. Additionally, there was no mention of any alternate role suggestions to make up for the inconvenience. This was a company with a culture that I thought I would love and probably would, but this has left a sour taste in my mouth.