TextUs Interview Questions
& Process

recruiter hit me up via text and email to set up the first interview. it was with the HR director, weirdly enough. it was a 45 min zoom, they recorded it but she kept her camera off. no intros, not much about the company or role at all. the job description said little to no sales experience needed, but we talked pretty much the whole time about my current stats and performance, which was kinda funny. when I got to ask questions, I asked about the sales team's current quota attainment and was told it was 100%. I also asked about the training duration - '3 weeks but since we don't have a Sales VP right now, you'd be more hands-on and it'd be more like 2 weeks 'til you hit the phone.' I asked about the rest of the interview process and was told there's another zoom with a manager, then the CEO, then some presentation, then meet the team, and then a personality test. After hearing all that, I decided not to proceed.

The whole thing took about 3 weeks. First, a 30-minute recruiter chat, then a 1-hour panel with the CX Lead, two senior associates, and a tier 3 support agent. After that, I had to do the Rembrandt Assessment and a writing assignment. Then a 30-minute chat with the Director, and finally, I interviewed with the CEO of TextUs.

So the interview process was supposed to be: first interview with the first interviewer, then an interview with a manager, then a Rembrandt personality test and a take home assignment, followed by a group interview with the customer experience team, and then a final interview with the CEO. The first interview was pretty unprofessional, the interviewer yawned a lot on the phone. The second interview was a bit better, although the interviewer also yawned a couple of times at the start of the Zoom. After that, they said I'd get a personality test and a small assignment due in 3 business days. The personality test was alright, took about 40 minutes. The assignment wasn't 'small' at all, it had 5 customer service questions needing research on their software, and also a Zoom recording of me using their TextUs software. I even bought a Zoom subscription for $15.95 to do the recording. I sent the assignment on the second business day, but they decided to go with other candidates. This was a really bad experience, especially for an entry-level job I'm qualified for. The whole thing took about 2 hours and 25 minutes, including research and prep, and I still got rejected.

The interview process seemed like it was going to be thorough and comprehensive based on initial impressions. Easy to schedule, as well as sufficient outline of the timeline and process. Prior to the initial interview, there was an added party to the calendar invite. This was an outside recruiter I was introduced to at the start of the call. While not a concern, I think in retrospect, it proved to ultimately be revealing about the preparation that went into building out the role and understanding the position being hired for. The company team seemed ill-equipped to handle the hiring process, but recognized too late. The questions felt far off from the role and company values. On the surface, it seems like there are attempts to create a diverse environment. However, they are still using antiquated "personality tests" or "predictive performance" based evaluations. These often create barriers for people of color, the LGBTQ community, disabled individuals, and other marginalized groups. I encourage the team to better research this, and utilize recruiting training, rather than pseudo-science. There does appear to be a lack of diversity across the organization based on the company page and LinkedIn. After some back and forth following the interview, the organization sent a canned rejection response. Given the level of discussion and role, it seemed slightly inconsiderate. I believe you can see how a company treats its team members, by how it treats prospective hires. Overall, I encourage the organization to do more development on the recruitment process to create better candidate experiences in the future. I similarly recommend a more personal touch for people the team has interacted with to create a better parting impression.