The Adaptavist Group Interview Questions
& Process

I spoke with the hiring manager at Adaptavist Group for a Software Developer position. They first told me about the company, what they do, and what they're working on. Since I'd been watching them on LinkedIn, I could talk about their recent projects, making it more of a back-and-forth. Then, the manager looked at my background and asked about my past work, including the tools and tech I've used. The job needs React.js and other things not really on my resume, and the interviewer noted that. But they really liked my experience with clients and how I’ve managed tasks before. It was a good, informative chat that gave me a better sense of Adaptavist’s vibe and what they’re looking for, and also let me show off what I’m good at and where I can improve.

The interview process at The Adaptavist Group spanned about a month and had five distinct stages. It kicked off with an initial call from Callum, the in-house recruiter, where we chatted about my background and he laid out the interview steps. He was super professional and gave a detailed rundown, which definitely made me more interested in the company. Next up was a technical take-home challenge with two parts. The first part was to automate a workflow using Groovy scripts and ScriptRunner. The second part was about finding script errors and suggesting ways to fix them. These tasks were totally doable and seemed to be a good way to check out both technical chops and how I solve problems. The third stage was a deep dive into my assessment work with a panel of three interviewers. I got to walk them through my thinking and my proposed fixes. I did mess up on the second task though – I figured out the issues and suggested fixes but didn't actually provide the updated script. Bummer, because that mistake cost me the shot. After I got some feedback, I sent over the corrected script, really hoping for another look, especially since The Adaptavist Group is known for being a people-first place. Even though it didn't work out this time, I really value the experience and how professional everyone was, and I'm hopeful for future chances with them.

The entire process was great from start to finish. A Talent Acquisition Specialist was in charge the whole time and checked in between each step. First, there was a 30-minute Talent Acquisition pre-screen, which was informal. Then, a 1-hour interview with the hiring manager, which was semi-formal and used STARR questions. Finally, a 1-hour panel interview with future teammates, also semi-formal with STARR questions. They even laid out the whole process on their website with example questions, and they used a lot of those.

I got through 3 out of 5 steps in this hiring process after applying through a reference: internal recruiter > hiring manager > assignment. The process took roughly 3 weeks. After passing through the hiring manager, I got invited to complete a take home assignment, where I was asked to outline a marketing plan for one of their existing products. Shortly after I submitted it to the recruiter per email, I was notified that they would no longer continue with my application. There was no feedback, context or verbal discussion about my work that I spent a few hours on, to which I requested and was later denied.