Met with the recruiter first it was straight forward no real questions about past experiences just setting expectations on position and next steps.
I was told the interview process was 3 rounds. Recruiter, Global HR and then the CEO.
Second interview was with Global HR. This conversation left me feeling uneasy about continuing in the process as the interview was late at night in my time zone and zero acknowledgment or even a thank you for joining late at night. The person was super direct (understanding there is a cultural difference) I didn’t take this personally but she was barely listening constantly swiping on her phone while I was speaking as she took the interview from her cell phone. The interviewer looked like she rolled out of bed to speak to me. She wasn’t paying attention as she asked the same question a few times which I already answered… Where I started feeling very uneasy was when she began speaking very poorly about the previous HR person in the role. I felt like this was a big red flag and honestly didn’t feel the interview went well.
I was surprised to then hear I was advancing in the process and was asked to meet the US head of OPs. Initially, I was told the interview was 3 rounds and then they added another person to speak to.
After doing some research I realized there is a big moral and ethical misalignment with this company and withdrew my candidacy.
If something doesn’t feel right, it’s because it’s not.
Interview questions [1]
Question 1
Performance management experience
Why do you change jobs… lol
I applied online. The process took 1 week. I interviewed at PingPong in Aug 2025
Interview
I applied online for the HR Manager position based in New York City and was contacted by someone in HR to schedule an interview.
Unfortunately, the interview experience left me with some concerns:
1) Lack of Interest in Work Experience:
The interviewer mentioned he wasn't interested in discussing my past experience because he preferred to focus on the future. While I understand a forward-thinking approach, it felt unusual — especially for a mid-senior HR role — to disregard over seven years of progressive HR experience entirely. Past performance and experience are typically key indicators of fit and capability, particularly in non-entry-level positions.
2) Difficult Communication Environment:
The interviewer was based in Luxembourg, which in itself wasn’t an issue. However, the conversation took place in an open office area rather than a private or quiet setting. Combined with background noise and a noticeable language/accent barrier, it was genuinely difficult to understand much of the discussion. It would have been more effective — and professional — to conduct the interview in a quieter setting to ensure clear communication on both sides.
3) Unprofessional Commentary on Former Colleague:
At one point, the interviewer commented negatively on the performance of the previous HR contact for the U.S., implying they hadn't done a great job and that U.S.-based employees were left with a poor experience. While I appreciate honesty, it struck me as unprofessional to speak poorly of a former colleague during a first-round interview. It also raised concerns about internal alignment and culture.
Interview questions [1]
Question 1
To be honest, nothing particularly specific stood out in terms of technical or behavioral questions. The conversation was very general and didn’t follow the structure I’ve experienced in other senior-level HR interviews (e.g., AVP or VP-level roles). If you’ve interviewed for similar leadership roles in HR, you’ll likely find this interview relatively straightforward.
