CoreTrust interview questions

The opportunity was presented to me by an external recruiter. I was initially told the process would consist of two interviews: a phone screen followed by a Zoom panel. The company emphasized urgency in hiring due to rapid growth and the need to expand the legal team. The first interview was a brief phone screen with HR focused on the company model and standard screening questions. I was later told the feedback was very positive and that my background aligned well with the role. The next step was described as a panel interview with senior leadership, including the General Counsel and Chief Product Officer. Instead, it ended up being a one-on-one Zoom call with the General Counsel about a week and a half later. The meeting did not go as expected. She joined about 15 minutes late and mentioned she wasn’t aware the meeting had been scheduled. She had to leave early and spent much of the time venting about internal processes and staffing including comments about other employees and candidates which felt unprofessional. There was very little opportunity for an actual interview or for me to ask questions. Despite this, I was told the feedback remained very positive, especially around my business acumen which I was told was extremely important for the role. The process then shifted again. Instead of a panel, I was scheduled for two separate interviews with the Chief People Officer and a Sourcing Director. The interview with the Chief People Officer was unusual. Although scheduled as a Zoom call, he texted me beforehand and asked to switch to a phone interview. During the conversation, he focused heavily on personal background questions including where I grew up, my relationship with my siblings, and what my parents do for a living. That line of questioning felt inappropriate and unprofessional especially given standard HR practices. By contrast, the interview with the Sourcing Director was straightforward, professional, and conversational. Again, I received consistently positive feedback and was told I was a front-runner who met all of their preferred qualifications. After completing all interviews, there was a period of over two weeks with limited communication. The recruiter shared that the company was still having internal discussions and “assessing next steps, but no clear timeline or reasoning was provided. Ultimately, I was informed they decided not to move forward. Honestly, I was blindsided since all I had heard up to that point was positive feedback. The recruiter couldn’t provide any real explanation and seemed just as confused. She did mention the decision wasn’t due to another candidate as they were still planning to continue their search. Overall, the experience was frustrating given the time invested and the consistently positive feedback throughout. The process felt disorganized with shifting expectations, inconsistent interview formats, and unnecessary delays. I understand the challenges that come in a fast-growing organization but there needs to be more structure and clarity in the hiring process to avoid wasting candidates’ time. At the end of the day, it felt like I probably dodged a bullet if the interview process reflects how the company operates.