PLEASE READ! Here is what you can expect from the incredibly lengthy, needlessly difficult interview process end-to-end (Information was directly gained from the hiring manager when probed about next steps/rest of the interview process): 1) A personality/IQ test/typing test 2)45 min call w/ the hiring manager (My call went over 30 minutes. Total time: 1 hour an; 15min. The interview ended up feeling like an interrogation towards the end, and I was mentally drained and exhausted.) 3)A "Case study" that involves proof reading 4 emails to find written errors. 4)Another 45 min 1-1 interview with the hiring manager that will be more behavioral focused on recruiting philosophy. 5)Another "Case Study" where you will have to present an elevator pitch about a company of your choosing 6)A role play where you will have to give an offer call to a mock candidate 7)Another role play where you will have to do an intake call with a hiring manager 8)A final interview with the Co-Founder and VP of Operations In no world should an interview process for ANY role, (ESPECIALLY an individual contributor!!!) be not 4, not 5, not even SIX, but 8 steps! This is an absurd interview process, and I cannot imagine what the day to day would look like as a recruiter there. The current interview process shows that Jerry struggles with their talent acquisition function, ESPECIALLY with judgement of character. Using outdated practices such as personality/IQ tests alone should be a red flag for all modern day talent acquisition professionals. It should not take 8 steps to feel confident in a candidate's abilities. I would advise all candidates to seriously reconsider their application, as I fear that this interview process, in conjunction with Glassdoor reviews, are massive red flags that this company is not a good place to work at.

The first step was an online assessment (testing aptitude, personality and typing) and I strongly felt that this was irrelevant to the role. I would recommend a sourcing assignment (or something else that is more appropriate) because this actually evaluates the candidates ability to do the job. I think the first step should always be an initial call – have a conversation with the candidate to properly screen qualifications required for the role/team. The way candidates are treated in the interview process is a huge representation of the company. Unfortunately, I think this assessment lacks empathy and it shows that the hiring manager puts very little effort to get to know the candidates applying. There is no human approach. If the TA team cares to deliver positive candidate experience, I hope they acknowledge the reviews and make a change.