Zelis Interview Questions
& Process

I had a call with one of the recruiters for this AI PM role. It was a casual chat and they mostly asked me to talk about myself. They were pretty open about Zelis. After I asked some questions and we chatted a bit, the call ended with time left. The recruiter said they'd let me know about next steps the next day. Sadly, I was ghosted and even after following up twice over the next few weeks, I got a rejection email about a month and a half after the recruiter screen.

We had an in-person technical round where they asked questions about C# fundamentals, real-time scenario implementation, and creating real-time unit test cases without using dummy data. They also covered C# OOP implementation, explanation of previous projects, and use cases for OOP concepts.

The interview with the department manager was great. It was very conversational and I learned a lot about the company and the role. I was told I would be moving to the next round as soon as the interview ended. However, they require an assessment, or "technology test," that is incredibly flawed and requires a 90% to pass. I did not meet the threshold, and the HR rep I was working with didn't seem to know what to do with me. It was a very odd conversation, and I ended up withdrawing my candidacy. If a decision can't be made after a series of interviews and a resume review, there's something wrong with your hiring team and their productivity and time management should be reviewed. This is an absolute waste of time for the hiring team and those interviewing for the roles, and good candidates are going to slip through the cracks. Further, a company that promotes itself as innovative should not require such antiquated hiring practices like assessments. Further, the last conversation that took place with the HR rep I was working with felt inappropriate. I would like someone from the company to contact me regarding this.

I applied online, and then a recruiter called me a few days later to set up a 30-minute phone interview. The call started on time, but the recruiter spent about 20 minutes talking about herself, her job, the company, its issues, and the HR department in a lot of detail. She shared way more specific information than I thought was needed for this initial stage. After that, she asked me a few quick questions about why I'm looking for a new job and what I think about HR. That was all. By the end of the call, it was obvious I wasn't going to move forward, and I got a generic rejection email a few days later. I guess my experience with this specific recruiter was just bad luck. I'd be willing to apply for a different position in the future, hoping to talk to someone who actually takes the time to learn about my background.