Preguntas de entrevista para Utilize

At first, this seemed like a very casual and simple job interview process. Firstly a call with HR to discuss the culture of the place and to see if I would be a good fit personality wise. Then that somewhat industry standard Personality Index test and cognitive assessment. This was then followed up by yet another cultural call with the MD. Once this was out of the way, I was then called in for an in-person interview that actually went through my experience. I seemingly gave good answers, as per the verbal feedback at the time. I was also offered a full tour of the office, which seemed positive. During this interview, a member of the interview board was not available but I was told that I would definitely be recieving a follow up appointment to talk to this person and finalise the interview. This all felt positive. After 4 days of hearing nothing, I had to chase the recruiter to see if this appointment was coming. I was told they hadn't heard anything at all, but was suddenly met with a "you have been unsuccessful" text from them moments later. When requesting any kind of feedback, I again was told 24 hours later then had heard nothing, only to immediately be texted feedback that my knowledge and experience did not fit. When asked what specifically that meant, I was offered nothing. Looking at other feedback about this process on here, I can see that this is a pattern with this company. Act positively, provide false platitudes and cut communication. Not one for a senior level person who is used to a certain standard of employer - one to avoid.

After what seemed to be a straightforward interview process (30 minute call with a member of the executive leadership team, 2 online assessments to make sure I'd fit into the team, and then last stage interview with two more of executive leadership team), I was verbally offered the job. I was then told that as part of the onboarding process, the three exec team members wanted to take me to dinner to welcome me to the team and a formal offer letter would be issued after the dinner. I would like to emphasise that this was sold to me as part of the onboarding process - NOT the interview process. After travelling up to London outside of core working hours, especially for the dinner, I spent a few hours socialising and was asked by the exec team to send over details of my references so a formal offer could be issued. On the night, I asked the exec team if they had any concerns going forward as my start date was scheduled for 8th January, to which the answered no. After 2 days of radio silence, I was then notified by the recruiter that Utilize had decided to withdraw their offer with little to no feedback. Apparently, after the two online assessments and an interview based solely on if I'd be a good fit for the company, followed by an interview with the two executive leader members that overran by 45 minutes, I was informed that in fact, I am not a good fit (make it make sense, right!). No other feedback was provided but a lot of my time was wasted. I'm shocked to learn that the average tenure at Utilize is 9 years, if this is how the executive leaders treat new starters.