Voodoo Recruiter Interview Questions
& Process
Real candidates share what happened, how many rounds they had,
and how the experience turned out.
Based on 18 interview experiences · FREE TO READ
Candidate interview experiences
First-hand accounts from people who interviewed at Voodoo.
Voodoo
Talent Acquisition Specialist
Entry Average Positive experience No offer 2 rounds
Interview process
Recruiter call Take home
Interview formats
Case Behavioral
My experience interviewing at Voodoo was great. The interviews were well-organized, and the case study was a good chance to learn more about Voodoo and the gaming world. The recruiting team was professional, kept me updated, and was very helpful. They gave clear and honest feedback. I enjoyed the chance and hope they find the right person for their team. I definitely recommend applying to Voodoo.
Confirmed questions0 questions
No confirmed questions were included in this interview report.
Voodoo
Talent Acquisition Specialist
Senior Average Neutral experience No offer 5 rounds
Interview process
Recruiter call Technical screen Take home Presentation Onsite Offer
Interview formats
Behavioral Technical Case Presentation
The interview process was efficient and smooth. There were five interviews: first with a recruiter, then with the Lead TAM, followed by a combined session with the Lead TAM and Chief of Staff for the case study, and finally with the CEO of Voodoo and the CEO of BeReal. There were also online assessments for numerical and logical reasoning, and C1-level English proficiency, plus a case study that took about 3 to 4 hours. Everything went well until the recruiter gave me a negative response after the final interview with Voodoo. While I get that I might not have been the best fit for the role's criteria, the reason given after all these steps felt weak. For the future, maybe having the second interview with the CEO of BeReal directly for this role would be better to save everyone time.
Confirmed questions3 questions
- Tell me about your background and career journey.
- How would you present BeReal?
- What's your strategy for recruiting specific types of candidates for BeReal?
Voodoo
Talent Acquisition
Mid Average Positive experience Accept offer 4 rounds
Interview process
Recruiter call Take home Technical screen Panel Presentation
Interview formats
Case Behavioral Presentation
The interview process was super clear and organized from the start, and it all went really smoothly. It had four main parts: 1. Initial screening by Talent Acquisition 2. Case study prep 3. Case study debrief with two team leads 4. Business interview with the Head of Department and the VP. The Talent Acquisition folks were really responsive and gave helpful, transparent feedback all through. You’ll need to do some solid research on the company and its industry. The Talent Acquisition team provides a lot of useful stuff to make it easier, which was really appreciated! A great experience!
Confirmed questions4 questions
- How would you quickly and effectively get up to speed on our industry and environment?
- What are your metrics for successful collaboration with hiring managers?
- If you were recruiting for the 'X' role, what innovative sourcing strategies would you propose?
Voodoo Recruiter Interview Questions
Quoted word for word from Voodoo interview reports.
“Could you tell us about Voodoo?”
Read reports →“What attracts you to Voodoo specifically?”
Read reports →“Why are you interested in Voodoo?”
Read reports →“What's your take on the product?”
Read reports →“What are your key performance indicators as a recruiter?”
Read report →“How do you utilize data to drive recruitment efforts?”
Read report →“What was your recruitment volume last year?”
Read report →“What is your annual recruitment target?”
Read report →“How would you source tech candidates?”
Read report →Formats, difficulty and experience
Across all 18 Voodoo interview reports.