I applied in early July. The phone screen was a 45-minute call with the Talent Acquisition Manager to understand my experience and motivation for the role. At the end of that call, I was informed I’d be moving to the next stage with the Director of People and Culture.
Second round: This stage was more competency-based, with lots of “Tell me about a time when…” questions. Two days after that interview, I learned I had advanced to the third round.
Third round: I was given an assignment four days before the interview, which included six scenarios likely to occur in the role. I was asked to explain the order I would prioritise each task and how I would go about executing them. This was followed by a 30-minute interview.
I did not make it to the final round, which I was told would be a more in-depth review of your career history. In my view, this felt like overkill for a fairly junior position.
Overall, the process was a positive experience, communication was quick, updates were prompt, and I appreciated the helpful pointers provided for the second and third rounds, particularly around the types of questions to expect.
