The interview process generally begins with an initial application review, where the recruitment team assesses submitted documents such as the resume and cover letter. Shortlisted candidates are then invited for a preliminary interview, which may be conducted over the phone or via video call. This stage typically focuses on understanding the candidate’s background, motivations, and suitability for the role. Successful candidates may then proceed to one or more rounds of interviews. These can include: Technical/Skills-Based Interview: To assess specific knowledge, problem-solving abilities, or role-related skills. Behavioral Interview: Often using the STAR (Situation, Task, Action, Result) format to explore past experiences and how the candidate handles various work scenarios. Panel Interview: Where candidates meet multiple team members or stakeholders, allowing for a more holistic evaluation. Assessment or Task: Some roles may require completing a writing test, case study, or technical task to demonstrate capabilities.

Two rounds of interview, first with the operations and editorial team and secondly with more senior members of the operations team. Not complicated, half assessing skills half assessing attitude and fit with the team culture. Interviewers were careful to let me know that it could be a demanding job and that I should be fully informed before joining up.