Slow, misleading, promise of on site interview dragged on for weeks and eventually never happened. Multiple calls with recruiter and business head, never a final call back from hiring mgr or recruiter. 2 mths later received computer generated email. Recruiter sold TIAA's growth track very hard. Hiring process is non-existent, or they just don't care. Not sure which it is.
Preguntas de entrevista [1]
Pregunta 1
Very basic, did not ask anything insightful, review resume.
Solicité el puesto a través de la recomendación de un empleado. Acudí a una entrevista en TIAA
Entrevista
Back in the day it was very informal and was simply an intial screening, and a discussion with the hiring manager and their manager. There was no panel interview or work product review
Preguntas de entrevista [1]
Pregunta 1
Tell me about an initiative you worked on that went off track. How did you get the project bak on track.
El proceso duró 3 meses. Acudí a una entrevista en TIAA
Entrevista
Ghosted after final round interview. The process took 3 months (which was *much* longer than comparable organizations), during which I progressed to a final round interview panel. Objectively, the interview went well, but I never heard back. At a minimum, even an automated email would've provided some closure, but apparently that was too much to expect from this organization. Even more confounding is the fact that TIAA offers products for which I would be a potential consumer. However, since they clearly demonstrated that they do not value candidate's time, I would never trust them with my investments. Considering the broken HR processes, lack of respect, and lack of big picture thinking in protecting their brand equity, don't waste your time.
Preguntas de entrevista [1]
Pregunta 1
Basic experiential and situational questions; no business case
Solicité el puesto a través de la recomendación de un empleado. El proceso duró 4 semanas. Acudí a una entrevista en TIAA en ago 2017
Entrevista
Multiple interviews: Phone screening by recruiters, typically the recruiters can provide very little insight into the hiring manager's requirements and frequently "advise" of the fact that there are multiple internal candidates under consideration, one phone interview with hiring manager, occasional face to face interviews. The recruiters are among the worst in the financial services industry - zero timely follow-up, consistently ask for salary history which is illegal. Even with an employee referral inside the company in an HR position, the follow up is poor, illogical or none at all.
