Teachers Federal Credit Union Interview Questions
& Process

I applied for this role internally. I interviewed with the manager, and because we'd worked together before, he already knew my work style and wanted me on his team. He mentioned this at the start of the interview. He also said HR makes the final decision, which I found strange because HR wouldn't know best about a role in a different department. That HR team always says to ask your manager if you have HR questions anyway. About a month later, I was denied the position.

I applied online and it took some weeks to hear back. The first interview was scheduled, but the interviewer didn't show up. They rescheduled a week later, and when we finally met, the interviewer was late and seemed unprepared. They didn't really know what the job was about, and couldn't answer my questions. They also mentioned high turnover and no growth opportunities, which they found amusing when I asked about other roles. They admitted they don't understand the position they're hiring for. After the interview, they kept asking basic resume questions, even though I'd sent it multiple times. I felt like they were just trying to meet a quota and my time was wasted. It's unprofessional to expect candidates to be prepared when the interviewer is late, casual, and clueless about the role. Honestly, it's good I didn't get this job.

The entire onboarding process was really insightful and left me with a good impression. I was particularly impressed by how well-prepared everything was. The questions asked were thoughtful and showed the leadership's understanding of the role, and they also allowed for a good discussion about how my skills fit with the company's goals. The positive and welcoming vibe during the interview further showed TFCU's commitment to a collaborative work environment.

The interview process had two stages. First, a 25-minute video interview via Google Chat with Michele, the recruiter. She asked about customer service skills and how to prepare professionally, but didn't make eye contact and focused on her computer. She also gave out 'dress for success' worksheets, which was strange, and wanted two printed resumes even though the panel already had them. Second, there was a one-hour in-person interview at a location with two supervisors. The in-person interview felt intrusive and disrespectful, and the employees set a bad example for an entry-level role.