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Abrigo Raleigh, NC

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Jay Blandford
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Abrigo Raleigh, NC Reviews

Current Employee


Mar 31, 2022 - Senior Analyst in Raleigh, NC


great colleagues and work life balance


Nothing at all so far
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Abrigo photo of: NCTech Awards Tech Diversity, Equity, and Inclusion finalist
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Abrigo Raleigh, NC Interviews

Getting an Interview
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  1. Consultant Interview

    Anonymous Employee in Raleigh, NC
    No Offer
    Negative Experience
    Average Interview

    I applied online. The process took 5 weeks. I interviewed at Abrigo (Raleigh, NC)


    Overall, there were three rounds of interviews: a 30 minute phone screening with the recruiter, a 30 minute interview with the hiring manager, and a 3 hour video interview with a 15 minute presentation at the end.

    For the video interview, you speak to 5 people for about 30 minutes a piece. You speak to the hiring manager a second time, but for the other people you speak to, it's difficult to gage how you would normally be interacting with these people day-to-day or why they should have any influence in the hiring process. This is akin to having a project manager be interviewed by the manager of customer support. Their questions were supposed to be focusing on evaluating different skillsets, but based on the questions they were asking, it was often difficult to determine what skills they were evaluating.

    Overall, the conversations were pleasant. Despite my not even bringing up training at all, It would appear though from my conversations with at least 2 of the people that I spoke to that the company is quite self conscious regarding the level of training that the company would be able to provide for their products, and there seemed to be a lot of industry-specific bias in who they were looking to hire.

    It was almost to the point where I wondered why this company was even bothering interviewing anyone who did not have experience in loan origination, because clearly they were looking for this and/or existing experience with their applications.

    The last person I spoke to seemed to be annoyed at having to be on the interview, and failed to ask any real questions of substance other than "take me through your resume." It became clear though that he was fishing for answers as to what my plan of action would be to train myself on their products.

    Let me be clear. it is the responsibility of the company to provide the employee with the tools that they need to be successful in their role. That includes adequate training on their various product offerings. It is the responsibility of the employee to make use of these tools to do all they can in order to be successful in their role.

    That said, I live in the real world and understand that company staff have a lot on their plate, and there are only so many hours in a day, thus new employee onboarding and product training often fall by the wayside. Thus is often the case that the employee is left to "self train" themselves.

    Evidently the answer I provided regarding how I would learn the products was not adequate (job shadowing, asking questions, reviewing documentation, recordings, etc), as I was scolded and warned that I should not ask any questions until I had done my own research.

    This person, who according to their LinkedIn, has spent over 10 years at Abrigo and rather than attempting to address some of their own new employee onboarding woes (as I have done at my existing company having been in a very similar environment), he would rather chastise prospective employees on something that really should be the company's responsibility to begin with.

    The presentation was on Abrigo's product offerings. I find the amount of hoops that companies expect prospective employees to jump through to be ridiculous. I am fairly certain that, at no point in the actual job, would I be required to give a PowerPoint presentation. That said, I can see value in observing how the potential employee presents information.

    What I don't understand though is why not allow the prospective employee the ability to present on something that he or she actually knows a little bit about in order to truly gage their effectiveness as a presenter? Instead, the prospective employee is asked to present on something that he or she knows next to nothing about other than sales and marketing fluff that's found on their company website.

    Again, it all goes back to this company appearing to judge prospective hires based on their ability to understand and present their products with zero context, understanding, or training provided by the company, and it's unfortunate that they are forced to limit their pool of potential hires in such a way.

    My advice to the company:

    1. Change the 3 hour interview format. 30 minutes is nowhere near enough time for any one person to make an informed decision regarding whether or not a person should be hired. There should be at least one one hour, uninterrupted interview with the hiring manager and perhaps a few other people. If you must include employees from other departments (ie not the boss of the hiring manager), explain how you would interact with this person day-to-day.

    2. If you must require that prospective hires present as a part of the interview, allow them to choose the topic, so that you can judge their effectiveness as a presenter

    3. Don't put the onus on the prospective hire to show that they can learn their products. If your company has inadequate onboarding and training, address it.


    If we hire you, how will you learn how products?

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