- New York, NY
- 1 to 50 Employees
- 8 Locations
- Type: Company - Private
- Founded in 2011
- Revenue: $5 to $25 million (USD)
- Education & Training Services
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LifeLabs Learning Reviews
My experience is that LifeLabs is people-friendly and intentional about listening to and meeting Client and team needs while also actively growing a business. This showed up for me in their hiring and onboarding processes, company values, 1:1 and team check-ins, people-friendly policies + benefits, training, weekly rituals, etc. This doesn't mean everything is perfect or always "right", but important to me, I've seen folks at all levels privately and publicly own up to mistakes and name how they will work to improve behaviors, communication, and approaches when mistakes or gaps are identified.
To become even more people-friendly, digital transformation & centralized knowledge management efforts are needed to remove unnecessary manual workload. This is normal for a company at this stage. This next one is both a pro and a con for me -- folks at this company hold a lot of space to share and listen to emotional expressions at work. At its best for me, this creates understanding, empathy, trust, and a sense of belonging. An evolution I see at play right now as the company grows is allowing and encouraging expressions of feelings as well as boundaries about when expressing emotions in the workplace is values-aligned and when it crosses over into ineffective communication.
LifeLabs Learning Interviews
- Anonymous Employee in United StatesNo OfferNegative ExperienceDifficult InterviewApplication
I applied online. I interviewed at LifeLabs Learning (United States) in Nov 2023
InterviewBizarre and extraordinarily time consuming. Bad candidate experience throughout. The application process starts with a video submission, showing bias straight out of the gate. They take for granted that every applicant will have video production skills regardless of the role they are applying for. They then require a 90 minute working session. They provide 8 questions related to the role. The questions are detailed and require high quality first-draft writing skills to even finish in time. Anyone who is neuro-diverse or even takes an average time to write and revise will not possibly finish. This is not to mention that skilled human resources professionals require time, research and data to provide clear strategic answers within a company context. This felt more like an HR game show than a serious interview process. The next two rounds of interviews were recorded with one person who has not reviewed your application, your video, your resume or your working session responses. They say it is in the name of eliminating bias. They then ask behavioral questions about your experience - except they haven't read your resume or reviewed anything you have submitted. All videos are recorded so an unknown number of people from unknown departments watch your responses. It's bizarre and they completely ignore that candidates are interviewing them too. There are 14 questions in a 60 minute interview. As is typical of companies that don't plan their interviews well, this is too many questions. They run out of time. And then ask what questions you have that there is no longer time to answer. Another fail on the candidate experience. Some of their questions are thoughtful and relevant. Many seem that they want to be "creative" but clearly miss the mark on what's relevant to the role. It was only in questioning the two people, including the CEO, who hadn't reviewed any of my materials to reveal that they laid off 40% of their staff a year ago because of a "market downturn." There was also a private equity acquisition. To be clear, there was not one question for a Chief People Officer role about handling a company culture after 40% layoffs. Nothing also about experience related to private equity acquisitions. The two most notable events for the company in the last 12 months and no questions at all about that? They prioritize asking questions about a time you changed your mind. When asked about issues with their culture. the response from both interviewers in separate interviews was that the staff asked for too many raises and promotions. Overall, the candidate experience is poor, disconnected and odd. Their "creativity" in their hiring process is a misfire and hides people and company problems from candidates. Their process has clear biases regardless of their rhetoric.Interview
What values do you bring to the workplace? Coach someone through a process of not making hiring goals Have you ever changed your mind? Tell me about a time you changed the mind of leadership? What’s a piece of feedback you’ve received? How are you learning in your role? What’s a controversial belief you have? How have you dealt with an under performing staff person?Answer Question
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All answers shown come directly from LifeLabs Learning Reviews and are not edited or altered.
...Major layoffs right before the holidays, drawing out the layoff process, and not extending benefits until the end of December also feels pretty damn cruel....
November 22, 2022
People Also Ask about LifeLabs Learning
Employees rate LifeLabs Learning 3.6 out of 5 stars based on 56 anonymous reviews on Glassdoor.
Overall, 63% of employees would recommend working at LifeLabs Learning to a friend. This is based on 56 anonymously submitted reviews on Glassdoor.
55% of job seekers rate their interview experience at LifeLabs Learning as positive. Candidates give an average difficulty score of 3.7 out of 5 (where 5 is the highest level of difficulty) for their job interview at LifeLabs Learning.
51% of employees think that LifeLabs Learning has a positive business outlook. This is based on anonymous employee reviews submitted on Glassdoor.