Producer applicants have rated the interview process at Moxie with 3.5 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 50% positive. To compare, the company-average is 42.1% positive. This is according to Glassdoor user ratings.
Candidates applying for Producer roles take an average of 12 days to get hired, when considering 2 user submitted interviews for this role. To compare, the hiring process at Moxie overall takes an average of 23 days.
Common stages of the interview process at Moxie as a Producer according to 2 Glassdoor interviews include:
Group panel interview: 50%
Phone interview: 50%
Here are the most commonly searched roles for interview reports -
I applied through an employee referral. The process took 2 weeks. I interviewed at Moxie (Atlanta, GA)
Interview
It takes a long time to actually get an interview. I think they are extremely understaffed. It seems like a nice place to work overall, people were very welcoming. Just very corporate.
I applied through a recruiter. The process took 1+ week. I interviewed at Moxie (Atlanta, GA) in Sep 2010
Interview
The company hired a recruiting contractor who can't even get their act together as he couldn't consistently talk about the same position with me. Apparently the guy had also ran through Monster's resume database and pulled a few hundred people to contact and call for jobs as contractors there. Wasn't even told it was for a contractor position until on location.
Was contacted by the recruiter and initially told about a position he was hiring for, then his assistant told me about two others there that contradicted what I was initially told.
THEN, while the interview was to meet with two people and then a third separately, came in to meet with 3 people at once and almost none were for the job I had initially been contacted about because it had already been filled. Was told as I came in that someone had a meeting to go to and they needed to wrap up quickly so went through interview and tried to rush to please their schedule. Why go throw the motions on this?
Panel interviews are one thing, but when you don't get to know people or give them a head's up for what the different jobs are on different teams so they can ask better questions and at least act on their interest, that's a horrible way of doing business.