People and Culture Lead applicants have rated the interview process at Shiftsmart with 2 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 50% positive. To compare, the company-average is 47.7% positive. This is according to Glassdoor user ratings.
Candidates applying for People and Culture Lead roles take an average of 21 days to get hired, when considering 2 user submitted interviews for this role. To compare, the hiring process at Shiftsmart overall takes an average of 18 days.
Common stages of the interview process at Shiftsmart as a People and Culture Lead according to 2 Glassdoor interviews include:
Presentation: 33%
Phone interview: 33%
One on one interview: 33%
Here are the most commonly searched roles for interview reports -
I applied through other source. The process took 3 weeks. I interviewed at Shiftsmart in Aug 2022
Easy interview
Application
I interviewed at Shiftsmart
Interview
4 weeks after I applied for this role, I was reached out to by a coordinator to set up an interview. I gave them my availability and they scheduled a time to connect. Within 2 business days, my interview time slot changed 5 times to accommodate the hiring managers schedule, including letting the time slot we had agreed upon go 17 minutes past the start time, just to call me to push the interview back another 2 hours. Once we finally connected, the hiring manager pronounced within 8 minutes of being on the call that I wasn't a good fit for the role and that they wouldn't be moving me forward.
Had two calls with the hiring manager; both were standard. He's super personable and has a clear picture of what is needed for this role.
"Case study" was an open discussion around a set of prompts/questions.
Overall, no real surprises in the interview process--company culture was described as intense and performance-focused, but conversations face-to-face and over email were very casual.
Interview questions [1]
Question 1
How do we create a scalable performance management system that enables us to quickly identify high performers and address underperformers?