Perguntas de entrevista da empresa Upward Health

I recently went through the interview process with Upward Health and wanted to share my experience. My initial phone screen with HR was positive. We reviewed my resume, and I was told my background was a strong match for the role. I was then sent assessments, which I completed and was informed I scored highly on. HR followed up quickly to schedule an interview, noting that the hiring manager was eager to speak with me the next day. I was also informed this would be part of a three-interview process, which I agreed to. An hour-long interview was scheduled with the Controller. However, the interview lasted approximately 15 minutes (8:30–8:45 am). Very few questions were asked, and there was little engagement or follow-up to the information I shared about my experience. The controller expressed I had the experience for the role, but the interaction felt brief and perfunctory, as though a decision may have already been made prior to us speaking. I sent a follow-up thank you email and did not receive a response, instead receiving a rejection a few days later. Prior to my interview, I had read another Glassdoor review describing a similar experience. I did not want to draw conclusions, but the similarity in how the process unfolded was difficult to ignore and left me questioning whether ALL candidates of ALL backgrounds are being given a genuine opportunity to interview for the role. But because I don’t want to assume, here’s my advice for HR: I understand that hiring decisions can be complex, but I believe candidates’ time should be respected, especially when multiple steps and assessments are involved. If a candidate is unlikely to be seriously considered, it would be more professional to communicate that earlier in the process rather than proceeding with a formal interview. I share this feedback in the hope that it helps improve the candidate experience for others

Phone screening interview then interview with the CBO. Conversation went very well, even extended over the allotted time then I was sent a generic rejection email. No feedback, nothing. Very inconsiderate of a candidates time to not even give a response as to why they won’t be moving forward. Especially when they interviewed well. The process was described as 1. Phone screening 2. Computer literacy test/personality test AND extensive reference check. References stated they had to complete about 13 questions. 3.Interview with CBO 4. Task/ presentation 5. Panel Interview Honestly, that’s too much just to get a job. Update your process. It should not take more than 2 interviews to hire someone.