Spring Health Interview Questions
& Process

So, I had five interviews, each lasting about 45 minutes. Honestly, the whole thing felt a bit too complicated and robotic. Every person I talked to just read from a list of the same old questions, and there was barely any back-and-forth conversation. For a job that pays $160K–$200K, I was expecting a more in-depth evaluation. Instead, the interviewers didn't seem to really get my background, and it felt like they were just going through the motions to tick boxes rather than seeing if I was a good fit. They should really cut down on the number of interviews, stop asking the same scripted questions over and over, and actually use real, relevant case studies for the job. If they're hiring for federal health/CMS roles, the interviewers need to know enough about the domain to properly assess candidates.

I interviewed with Spring Health in December for a senior digital marketing role and went through an extensive, fast-tracked interview process. Communication early on was very responsive and positive, and I was encouraged to move quickly through each stage ahead of the holidays. The process included conversations with a recruiter, a PI assessment, the hiring manager, segmented interviews with two team members, and a final interview with a VP. At every stage, feedback was consistently excellent. There were no negative signals at any point, and both the recruiter and team members strongly implied that I was a very strong candidate with good chances of moving forward. Each interview required hours of preparation and involved in-depth discussions and detailed questioning. Given the seniority of the role and the time investment required, I expected a high level of professionalism through the final stage. After the VP interview, communication stopped entirely. While I understood the holidays were a factor, I followed up proactively in the second week of January. I received a positive response from the recruiter, with no mention of other candidates or ongoing comparisons, and was told a decision would be made within days. No update followed. After another follow-up, I eventually received a generic rejection email several days later — containing noticeable errors — stating the company had decided to move forward with another candidate. At the time of writing, the role remains open and actively promoted. This did not feel like a competitive final decision between candidates, but rather a breakdown in communication and process ownership. For a large, mission-driven company preparing for an IPO, ghosting a candidate after a VP-level interview and then closing the loop with a careless, templated rejection is disappointing and avoidable. The interview conversations themselves were strong, and the team members I met were impressive. Unfortunately, the way the process concluded significantly undermined the overall experience. I hope Spring Health improves its candidate communication and closing practices, especially at the final stage.

My interview experience was pretty good overall. The recruiter was super friendly and gave me tons of info about the job and the company. They were really responsive and got interviews scheduled fast. I talked to the hiring manager and it felt like it went great, they were really laid back and nice. I thought my background was a good match for the job, but sadly, I got an email saying they weren't moving forward with me. I did appreciate that the rejection came from the recruiter and wasn't just an automated message. I wasn't given specific feedback on why I wasn't selected, other than not being a good fit for the team.

I applied online and had a recruiter chat, then a hiring manager chat. After that, I did a basic coding interview on Coderpad with two engineers. Then, they scheduled four more interviews: Coding, System Design, Product, and a meeting with the Director of Engineering. Early on, the recruiter sent links for Predictive Index's Behavior and Cognitive assessments, which I was told didn't need to be done right away. Scheduling and initial contact were fast. The hiring manager conversation was good and I learned about the role. The first coding interview was pretty simple. Things got a bit disorganized after that. The second coding interview was supposed to be a Ruby on Rails problem, but it wasn't set up in a Rails app on Coderpad, making it a bit unrealistic. It felt like it was put together quickly. Then I met with a Director of Product to talk about how engineering and product teams collaborate. He was about 5-10 minutes late. Right after, I had a call with a Director of Engineering. He was also about 10 minutes late, which was a bit frustrating given my time commitment. This talk was basic, covering past experiences with certain situations. He seemed a bit distracted, probably busy. The next day was the System Design interview. I joined the Zoom call and waited 10 minutes, then emailed the recruiter/coordinator because the interviewer hadn't shown up. I mentioned I'd wait another 5-10 minutes before suggesting a reschedule. The interviewer never appeared, and I didn't hear back for over a day, only to be told they chose another candidate. While I understand if they didn't think I was a fit, not showing up for an interview and not communicating is unprofessional. My feedback would be to ensure interviewers are prepared and trained, and prioritize punctuality. Having people show up late, or not at all, is not a good look. Also, better scheduling with buffers between meetings would prevent overruns.