Verizon Connect Interview Questions
& Process

I applied for a CSM role at Verizon Connect and got a verbal offer, which I accepted. But then, there were six weeks of contract approval delays. The hiring manager called to say it was taking longer than usual but should be approved soon. Because of this, I resigned from my job to have some time off before starting. After six weeks, I found out from Talent Acquisition that the role was never approved globally, leaving me jobless. To make things worse, I got a 'Welcome to Verizon Connect' email with onboarding info. I wouldn't have resigned if I knew I'd wait six weeks only to find out the role wasn't approved. The whole process was disorganized and unethical, negatively impacting my employment.

I applied for a UX Designer position and the beginning of the hiring process was great. HR reached out quickly and got interviews set up, telling me what to expect. I liked how organized it was and how they used the STAR method, which helped me get ready for their questions. The interviews were solid and interesting. I talked with lead designers a few times and had to do a case study presentation. I felt I got a good chance to show what I could do. But after the last part, things went downhill. Even after asking multiple times, I didn't hear back from HR for like a month. After they communicated well at first, it was a bummer to be ignored after putting in so much effort. When they finally replied, it was short and didn't give any real feedback on my case study or how I did. At this point, candidates should get some useful feedback to help them improve later. It's just annoying when the communication stops when it's most important. It makes you feel like your time wasn't valued. My advice to management: Please step up the communication, especially after candidates get to the final interview stages. Even a quick update makes the process feel more respectful and open. Also, giving detailed feedback would make candidates feel like their work was noticed and leave them with a better impression of the company.

I had a one-hour technical interview with three members of the engineering team, one of whom was quite abrupt. Following that, there was another one-hour interview with HR where they asked more general workplace questions, including situational ones about handling conflict.

There were two interviews, each with two interviewers. The first was a technical interview where we discussed my experience. The second interview was with the team manager, focusing on soft skills and team culture. The questions weren't too hard and were pretty standard for this kind of role. They gave a brief intro to the product and tools, but it was superficial. The job description had more requirements than the actual role, and the interview covered less than what was in the description. Overall, it was easy, and I felt comfortable with the interviewers.