Swing Education Interview Questions
& Process

So for the Junior HRBP role, it was a total of four steps. First, a quick call with the recruiter to go over if I fit the basics and my schedule. Then, I talked to the hiring manager, who asked a bunch of questions about my skills and how I'd handle different scenarios. It was pretty detailed but not too bad, they seemed really into the chat. The next part was a panel with two people from the team. This part was kinda rough. They kept asking the same things but phrased differently, felt like a waste of time. Plus, they'd interrupt each other and it was just messy. They didn't seem super into it, so it was hard to get into it and felt kinda awkward. All in all, it covered a lot, but the panel part was disorganized and the team members seemed uninterested, which wasn't as professional as I'd expect for this kind of job.

They first shortlisted profiles, then there was an HR round, and then a final round. In the final round, they discussed their business plan and its potential. Following that, there was an induction session which was good, and then I could start. As a consultant, my responsibilities included studying form 16 and tax policy.

The interview process was long, with 3 phone calls, a meeting with my potential boss who was 115 miles away, and then a final round at HQ in San Mateo. The final round had 4 parts from 10 am to 2 pm, with 8 different people, 2 presentations, and a 30-60-90 day plan. The founders seemed uninterested during my presentation, eating lunch and working on laptops. While the office staff were nice, there's a lack of diversity, and Founder A struggled to answer questions about diversity and inclusion and company culture/growth. Founder B was also uncommunicative and her greeting was demoralizing. They also wanted me to pay for my flight and hotel for the final round with only 6 days' notice, though Swing eventually agreed to cover it. However, upon arrival, the hotel payment wasn't there, so I had to find and pay for another hotel myself. They also required a written exercise on opening a new territory. I was told I didn't get the offer because they wanted someone with a proven sales track record, even though my potential boss and the director of sales had already confirmed I met those requirements in prior calls and verbally offered me the position. I suspect I was interviewed just to meet a diversity quota. The compensation is great, but the outdated interview process and prejudiced views aren't suitable for forward-thinking candidates.

The interview process involved two phone calls, first with HR then with the hiring manager. After that, there was a take-home assignment that was supposed to take 2 hours but ended up taking closer to 3. The final stage was an onsite interview, which lasted over 4 hours and included meeting with 8 different people. I had to take a whole day off work for this. Most of the people I met were nice, but the hiring manager seemed like she wanted someone more junior than herself, as she didn't have much experience managing people or running big operations. I got a standard rejection email a couple of weeks later.