Zillow Recruiter Interview Questions
& Process

Applied and a recruiter reached out to schedule a phone screen. It went great and she mentioned my experience was super relevant and it would be an 'easy decision'. She really sold the company and explained the whole interview process and timeline. I was really excited, feeling like I could have gotten hired on the spot. Then, I was ghosted for 2-3 weeks and didn't move to the next stage. After following up a third time to just close the loop, she replied that they had moved on with someone else.

Had an initial phone call with the Director of Recruiting. They then set up an on-site loop for the same day. The on-site loop was about 4 hours long and included interviews with a Recruiting Coordinator peer, a Recruiting Coordinator who was promoted to Recruiter, the CTO (who is a direct business partner), the Recruiter I would be working with, and the Director of Recruiting. I received an offer two days later, with very detailed terms. The Director of Recruiting emphasized transparency and communication, which was evident in her presentation of the job details and the offer. She had extraordinary energy and high expectations.

Standard interview process. First, a pre-screen phone call with the Recruiting Manager. They asked typical questions about sourcing strategy, how to handle difficult-to-fill roles, and metrics. Then, an onsite interview with five people from different levels. It felt unstructured, and they asked the same questions again, which was boring and not challenging. They rushed to fit all five interviewers into the time slot. This role has been open for at least six months. It seemed more about personality fit than skills. One of the Recruiting Managers lacked deep experience, which might make it hard to find a Senior Technical Recruiter to report to them. The salary also seemed below market rate for a Senior level, which I think is why it didn't result in an offer. Overall, the role might be a better fit for a recruiter who isn't senior, or they might need to re-align the team leadership, as growth seems likely, but the current leadership isn't strong enough for long-term sustainability.