William Grant & Sons Interview Questions
& Process

I was contacted by a recruiter for the role and had a really positive initial experience. The first step was a virtual meeting with the hiring manager, which also went well as we had some mutual connections and the job seemed like a good fit. Then, I had a second stage which involved a 20-minute presentation, followed by competency-based and personality questions with the hiring manager and another colleague. I felt good about this interview and received positive feedback from the recruiter, who said I'd hear back the next Monday as they were interviewing one other candidate. However, I didn't hear back on Monday, and upon calling, I was told an internal candidate had applied last minute and they needed another week to interview them, with a decision the following Monday. The next Monday, I was informed the internal candidate got the job. While I understand this can happen, especially with internal candidates, I was very disappointed with the lack of feedback. I was just told it was a difficult decision and they deliberated between me and the other person, but I wasn't given any specific reasons or areas for improvement. Even reaching out to the hiring manager directly on LinkedIn for feedback didn't yield a response. I appreciate that an internal candidate might be a better fit, but the lack of constructive feedback after I invested significant time and effort into the preparation and interview felt unprofessional and disrespectful.

The hiring process was straightforward and consisted of four parts: an initial HR chat, a meeting with the hiring manager where they asked typical competency questions that I answered using the STAR method, a case study, and finally a discussion with the department heads. It wasn't too difficult, everyone was really nice and helpful, communication flowed well between stages, and things moved along quickly.

The interview process was great, detailed, and thought-provoking. It was quite easy to navigate and allowed for my own creativeness to come through. Communication post interview however was relatively slow, which could be worked on to ensure to capture the talent early.

I was reached out on Linkedin and then completed the online application which was straightforward. They did ask for my salary expectations on the application, even though the job posting didn't specify a range. The interview process involved an initial informal phone call, followed by a remote interview with two managers that focused on competencies. The final stage included a presentation.