Twilio Recruiter Interview Questions
& Process

The hiring process had about 5 steps. It included interviews with people from HR, a stakeholder (either commercial or tech), and a Bar Raiser Interview that focused more on cultural fit, followed by an offer. You're also expected to give a presentation on a business case related to the hiring experience.

An agency recruiter contacted me about a Recruiter/Sourcer/TA position in Dublin. I initially applied for the Sourcer role and they moved me through quickly, but I was rejected. They said another role might open up soon and they'd consider me for it. That role did open, and they reached out again to have me go through the whole interview process, which I pushed back on. They insisted, so I made time again. I felt it went great, and the recruiter said I'd hear back 'very soon.' 'Very soon' passed, and she said within a week. That week passed, and she said early the next week. In the end, I never heard back and was ghosted. It's ironic because my old boss would've found it unacceptable for me, as a recruiter, to ghost a candidate. But that recruiter is employed and I am not. Hope they don't do that to many candidates, it doesn't reflect well on Twilio. Wouldn't interview there again, massive waste of time.

I had a quick chat with the recruiter first, less than 15 minutes. After that, I had a 30-minute interview with the hiring manager from the UK. He seemed a bit thrown off by my previous role's significant responsibilities and high title. I explained I was looking for better work-life balance, which is why I was open to a role with less responsibility, but he seemed to have already made up his mind. The most frustrating part was asking him directly if my experience met his expectations and where I might have fallen short. He said I didn't fall short anywhere, but then the corporate recruiter told me they weren't moving forward with my application. It's okay if it wasn't the right fit, but I wish they'd been more honest throughout the process. If companies want to improve the candidate experience and provide helpful feedback, they should actually give feedback that helps candidates grow for future roles. It feels like they expect certain values from applicants but don't uphold them themselves.