Candidates applying for Talent Acquisition Coordinator roles take an average of 30 days to get hired, when considering 2 user submitted interviews for this role. To compare, the hiring process at CoreWeave overall takes an average of 30 days.
Common stages of the interview process at CoreWeave as a Talent Acquisition Coordinator according to 2 Glassdoor interviews include:
Phone interview: 40%
One on one interview: 20%
Group panel interview: 20%
Skills test: 20%
Here are the most commonly searched roles for interview reports -
I interviewed with the team lead and then advanced to a second round where I met with three members of the team. During the interview, I was asked to complete an assessment on the spot that I had not been informed about in advance. While this was unexpected, I completed it and felt the interview went well.
After the interview, the team lead shared that I would receive an update by a specific date. When I did not hear back by that time, I followed up and received an out-of-office response. Shortly after, I received an automated rejection email.
While rejection is part of the process and understandable, the lack of communication and follow-through did not align with the company’s stated emphasis on candidate experience. A more transparent and timely update would have created a more positive experience.
Interview questions [1]
Question 1
How do you tell a candidate about changes in the interview panel?
I applied online. The process took 4 weeks. I interviewed at CoreWeave in Jan 2025
Interview
Biggest feedback for this company, have interviewers that know what the business does. I interviewed with a TA Coordinator who did not know what the company does. I asked a simple question about what the business's goals are and how they align with TA and he said, "I'm not sure what the business does, even though I've been here for a year... I know it's data centers and stuff... but I'm hoping to find out more this year." It's shocking and baffling that someone who works on the TA team and someone that has worked at a company for over a year, doesn't know what the business does that they work for. Also, just because you're high growth, doesn't mean you should send mass rejection emails to candidates that make it to the final round.