Superhuman Interview Questions
& Process

Great interview process! Candidates are guided through the whole process. Although the company has a lot of interviews and you meet a lot of people, which has upsides and downsides. You can learn a lot about the company on one hand, but on the other hand, feedback from people might be biased, and you need to impress around 7 people to get through.

The Superhuman hiring and recruiting teams were incredibly professional, organized, and had a well-structured interview process designed to get accurate results. MaryMilton was a fantastic guide and resource, showing great sophistication and genuine candor, which left a strong impression about Superhuman's investment in their staff and talent acquisition.

The second round was a full exercise where they wanted me to help with the job description, intake questions, sourcing strategy, interview plan, and sourcing 3-5 candidates for a role they are currently recruiting for. Then, they gave vague feedback that seemed like it could be used for anyone. On the plus side, feedback was fast, they provided a helpful candidate guide, and the recruiter was very nice. But, they used candidates for free consulting work, which I heard before and confirmed it's true! The exercise had vague expectations but clear instructions.

This was a really long and unpaid interview process, with about a week between each stage, making it a full month from applying to rejection. First, there was a 45-minute call to go over my resume and work history, where they explained the job, pay, and hours. Then, I had to do a writing assignment on my own time. Part 2 was a 40-minute timed writing test where I had to edit two emails and solve a problem about prioritizing tasks for a day. If I passed that, Part 3 was a one-hour video call with an onboarding specialist and a manager. This involved two role-playing scenarios and some problem-solving questions, with self-evaluation and feedback after each. Passing that led to Part 4, a 2.5-hour video call. They mentioned at the start that either side could end the interview if it wasn't a good fit. It began with 45 minutes of problem-solving with two onboarding managers, followed by a break. Then, a 30-minute session with a manager and someone from HR, where they reviewed my resume history. They asked about positive and negative feedback I'd received, probing on the negative feedback if it wasn't self-critical enough, and what my managers would say about me. After another break, there was a 30-minute casual chat with two other onboarding specialists and the manager from before. They said reference checks would follow, and then potentially an offer. Two hours after this 2.5-hour interview, I got an email saying I wasn't a fit. She did offer more feedback, which I'll ask for. I wish they'd realized that earlier. Hopefully, this helps others understand the unpaid time commitment and that they take their time to decide, not really valuing your time.