Structured and clear interview process. I had the first intro call with recruiter and though she seemed like a nice and pleasant person, she also seemed to be rushing a lot and I wasn't sure how interested she actually was in what I had to say. Having the work experience as a recruiter as well, I know the feeling of having tens of screening calls in a row but some presents would be nice.

I went through the recruitment process for a People Operations role for the second time, two years after my first experience, and unfortunately, not much has changed. The process felt cold and very direct, with little to no “human touch,” which is disappointing given the nature of the role. The second round once again relied heavily on the CCAT assessment. While I understand the need to measure certain skills, it feels reductive to base so much weight on a single test. Candidates are much more than high test results, especially in a function that is centered around people and empathy. Overall, the experience did not reflect the values I would expect from a People Operations team. I hope the company considers updating its process to better balance assessments with genuine, people-centered interactions.

Remarkably, instead of focusing on uncovering job-related skills during the assessment phase of the interview process, they tend to assign an overwhelming number of mathematical evaluations, a method that may not accurately reflect the competencies needed for the role.