Recruiter applicants have rated the interview process at Charlie Health with 3 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 24% positive. To compare, the company-average is 22.4% positive. This is according to Glassdoor user ratings.
Candidates applying for Recruiter roles take an average of 21 days to get hired, when considering 55 user submitted interviews for this role. To compare, the hiring process at Charlie Health overall takes an average of 21 days.
Common stages of the interview process at Charlie Health as a Recruiter according to 55 Glassdoor interviews include:
Phone interview: 23%
One on one interview: 18%
IQ intelligence test: 17%
Skills test: 16%
Presentation: 9%
Group panel interview: 6%
Personality test: 5%
Background check: 3%
Other: 2%
Drug test: 1%
Here are the most commonly searched roles for interview reports -
I applied through a recruiter. The process took 2 weeks. I interviewed at Charlie Health in May 2025
Interview
A talent acquisition lead reached out to me directly on LinkedIn. I had an initial web meeting with them, then needed to complete an assessment (IQ test, basically) and then had a 2nd web interview with another TA lead. Both web interviews went great, and both interviewers were very forthcoming about the expectations for their recruiters and what the day-to-day workload is like. Ultimately I wasn't selected to move forward, but the conversations I had were positive.
I will say that I found the IQ test concerning. It seems like a potential liability to be requiring candidates to complete this assessment, since plenty of qualified candidates may struggle or fail the test due to neurodivergency, and there's no way to request an alternate method of screening without outing yourself as having a disability. I have ADHD myself and struggle with those sorts of logic tests, and they have nothing to do with how I would function in a recruiting position anyway. With a mandatory IQ test, would there not be a risk of candidates claiming discrimination based on disability if they failed the IQ test and weren't hired as a result of that? As a recruiter, that did make me hesitate on taking the 2nd interview (because it would partly be on my head if a discrimination case WAS filed), so hopefully this policy changes sooner rather than later.
Interview questions [1]
Question 1
How many requisitions have you handled at one time? On average, how many placements do you make each month?
I applied through other source. I interviewed at Charlie Health
Interview
Interview process was fairly standard and focused mainly on past performance metrics, experience, and the type of work environment I’m looking for. Conversations were direct and to the point, with a few rounds that lasted a reasonable amount of time. Overall, the process gave a clear idea of the role and expectations.
Interview questions [1]
Question 1
They asked what kind of manager I would want to work for.
I applied online. I interviewed at Charlie Health (New York, NY)
Interview
3 Interviews via video call
Hosting recruiter was timely and communicative with updates!
The questions I was asked seemed like red flags. My impression is that it may be a dysfunctional and harsh environment and they want to make sure the hire can handle it. I appreciate that they want to make sure it's a good fit, but it sounds like they need to do some work internally.
Doesn't seem like a good sign that several of their recruiting related roles have been open for so long as well.
I probably would have still accepted an offer because the comp package looked good but I might have regretted it later on.
Introductory interview with a corporate recruiter
More in depth Interview with team leaders
Interview with director on the recruiting team
Case Study over LinkedIn sourcing with team leaders
Offer approval via leadership