Sogolytics interview questions

I was first contacted by Sogolytics HR via LinkedIn. I responded promptly, and a call was scheduled. HR never showed up—no message, no apology. Only after I sent a curt follow-up did I get a response. That should’ve been my first red flag. What followed was an exhausting circus: five interview rounds with four senior leaders plus a written assignment. The leaders who were fairly new to the company came across as professional and decent, but the others I spoke to seemed arrogant and full of themselves. The CEO, in particular, was shockingly rude and demeaning in our ten-minute conversation—mocking instead of engaging, condescending instead of evaluating. That alone should have been enough for me to walk away, but I stayed on to complete the process, only to uncover more dysfunction. A few glaring red flags: HR never disclosed that employees are required to work on Saturdays. I only found this in online reviews and had to confront them to confirm. For a marketing role, the CMO had no authority—a clear signal of how little the CEO trusts his own leadership team. Micromanagement and a lack of trust run deep in the culture, leaving little space for genuine leadership or autonomy.

Outreach from the recruiter was fairly quick. This company still uses cognitive assessments (IQ tests). This practice is outdated and excludes those with a learning or other disability. It’s typically best practice to avoid these workplaces as the use of these assessments is a yellow flag at best.