Unique Comp Interview Questions
& Process

A recruiter reached out about a contract position. We discussed the role and its needs, and I sent over the necessary details. The recruiter was great at keeping in touch when they needed stuff. They said I'd hear back, but I never did.

A recruiting agency reached out about a job close to my home. The company is minority-owned, and their executive profile shows it's Asian/Indian owned and managed. Getting accurate information from them seemed challenging. I was referred by Paritosh Tyani, who told the SVP of business development to contact me due to my varied skills. He followed up with a call, but when I tried contacting the company back, I was told he'd get back to me or was busy. A professional recruiter, with my 20 years of experience and theirs of 25+ in IT (as both candidate and hiring manager), would typically return a call and update on status, but that didn't happen here. Thinking this might not be an exclusive for this agency, as the client is a major electrical supplier on Long Island, I checked with some contacts to see if they also had the consulting role. Given the client's size, I doubted Unique Comp had an exclusive. I was right; Unique wasn't even professional enough to say if they submitted my CV. So, I had it submitted through a recruiter I've used for 15 years. I got an interview in 2 days, interviewed for the consulting contract, and I start Dec 1. I'm writing this because there are countless staffing firms with no regulation, not even requiring a HS Diploma to be a recruiter. Many are great, but in my experience, this isn't one of them. Avoid UCI. Also, you'll likely struggle to understand their recruiters due to heavy accents from the three I spoke with.

I had three interviews: First was an intro call where they learned about my background and asked about my leadership experience and teamwork. Then, I had a coding round where I had to solve 3 problems in 2 hours. Lastly, a technical interview where they asked me about the program I wrote during the coding round.

The interview process involves three parts: first, an aptitude test, then a coding assessment, and finally a second coding round along with HR discussions. They check problem-solving, technical skills, and how well you work with others.