The first stage included speaking with the Talent Acquisition Manager over the phone for twenty - thirty minutes. They ask you about yourself, ask what you know about the company and generally want to gauge if you’re a confident person. For the second stage, I attended a Zoom interview with a Senior Customer Service Team Manager and a relatively new Customer Service Team Manager. This interview was very informal and very few questions were asked (personal, technical or competency-based). The Managers interviewing me highlighted that they wanted to keep the interview as casual as possible. While it’s nice to have a more “laid-back” interview, it can be difficult to find the right balance between being casual and being professional/trying to ensure you answer each question with enough detail. I leaned into being more casual with how I spoke but, in hindsight, I do think that I would have performed better in the interview had I been more professional and deliberate/careful. In fact, when I was told I had not been successful, the feedback was: “your answers could have included more detail.” At the end of the interview, I asked “what would I have to do to be considered a success within three months of working for the company” and I was disappointed to hear that the answer was just “make sure you and your team pass probation.” This was bit of a red flag for me as it both of the Managers interviewing me would not take the time to answer this question in more detail. It also made me think that their could be a trend of the company hiring people that were unlikely to pass probation. One other disappointment was that I was never asked any personal questions about myself like:“what do you enjoy doing out of work?” I found this very odd as at both stages, I was told that the company was incredibly fussy about finding the right people for their culture but then no personal questions were asked… Overall, the interview process was OK. I’ve had better but I’ve had plenty worse!