Work & Co Interview Questions
& Process

The interview process was pretty simple. I chatted with several design partners and directors about my portfolio and past work. We talked about how I go about design and my project strategies. Everyone was really nice and took their time asking good questions. The last interview was a bit tricky because it was hard to get a read on the design partner.

Started with an HR interview for 30 minutes. Then had a 45-minute meeting with the QA director and a QA Analyst. Followed by a 45-minute session with the Lead QA Analyst. The next step was two 45-minute interviews, one with a Designer, PM, and Developer. The final round was a 45-minute meeting with a Partner. After all this, they offered me a position with compensation lower than I expected, and then they wouldn't negotiate or change their mind about the initial offer.

First interview was with two lead designers and went really well, they liked my presentation. Second interview was with a partner, and it was awful. He acted like a supremacist, made me present for 20 mins, then bragged about the company and his achievements. He said my work wasn't a good fit, then asked me to convince him otherwise. It felt manipulative, and I wish I'd known earlier instead of wasting time presenting and then getting shut down. His reasoning didn't make sense, and he made the company sound like a cult. He made a weird comment about everyone wearing black and then hung up. Glad I didn't move forward with a toxic company.

The interview process for a Product Management Director role in Copenhagen was initiated via email from two Talent Managers based in the US. The first interview was a virtual 'chemistry' meeting on Zoom with a Product Manager in Copenhagen. The second interview focused on delivery processes and was conducted with the Head of Product Management in the US. The third interview involved the Managing Director of the Copenhagen office and two senior designers. For this final stage, candidates were given one hour to review a client brief and then present their proposed solutions online. The case study involved Nordstrom, a US company looking to rebrand its European website, enhance its in-store booking system, and identify 'quick wins'. It was noted that the time allotted was insufficient for a complete response, and the exercise was intended to assess the candidate's thought process. My presentation included a phased project plan, a redesigned booking process, and digital ideas for quick wins to improve the in-store experience. The Managing Director found the work excellent and indicated HR would follow up. I shared the presentation deck. A week later, HR informed me that my skills did not align with their requirements, providing no further feedback. The job description was updated online the following week. Candidates should be aware of this opaque process.