Phone screening -> teams call -> final round teams call. Theyre big on knowing things about the company. Look up their website, Also look into who owns them. Last tip is to show that you love to volunteer, QTS is huge on volunteering.

During my interview for the Critical Operations Technician role, I had engaging discussions with both C.L. , the onsite COT, and T.S., the HR talent acquisition partner. They were both enthusiastic about my application and provided insights into the training they offer. The final interview with G.H., the hiring Site Director for the Northern California Region, also went well until the end when he raised concerns about my work history. G.H. seemed to assume that I had a pattern of job hopping. I clarified my employment journey, which began with my service in the Marine Corps. Following my military service, I initially worked through a temp agency before securing a position with a company in San Diego. I was then recalled back into the Marines, and after my year of service, I decided to move back to Austin. I went through the temp-to-hire process once again, then remained with a company for nearly a decade. However, due to management issues at one point, I temporarily switched companies but was later invited back by my division manager once the problems were addressed. Despite my transparent explanation, G.H. appeared to hold my varied employment against me, perhaps influenced by the departure of a long-time QTS employee who was leaving for a similar role elsewhere. I believe this bias impacted his perception of my suitability for the position. I was advised to apply for the next position posted if I didn't secure the current one, as they would be seeking someone with more IT/DCO experience. Despite this advice, I have applied to four of the five most recent COT 1 positions and received rejection emails within a week each time. I want to emphasize that I am committed to my employers and was eager for this opportunity, particularly as my wife and I relocated to California to support her aging parents. I urge hiring managers not to judge candidates solely on employment dates, as it overlooks valuable context and dedication.