Candidates applying for Operations Manager roles take an average of 180 days to get hired, when considering 2 user submitted interviews for this role. To compare, the hiring process at HUNGRY overall takes an average of 54 days.
Common stages of the interview process at HUNGRY as a Operations Manager according to 2 Glassdoor interviews include:
Phone interview: 50%
One on one interview: 50%
Here are the most commonly searched roles for interview reports -
Fast paced, video calls, you will talk to a lot of people to whom you won't actually report to. Standard questions, you will most likely be asked the same questions over and over by different people.
I applied through a recruiter. The process took 6 months. I interviewed at HUNGRY in Sep 2022
Interview
I was initially recruited by a recruiter at company for an opportunity in October 2022. The last form of communication related to the interview process I received was April 2023 (that is not a type-o). The recruiter who I was working with was consistently amazing with their communication, support and coordination. Unfortunately I have never felt so led on by an organization during an interview process which was primarily due to the hiring team. For context, it was my understanding that the role was going through some changes shortly after I had 4 rounds of interviews, and as hiring took a pause I remained patient. A few months went by and there was a follow up conversation to reengage. However, I only felt "passed around" as a way for the company to just keep my interest while they tried to sort things out on their end and I still have no idea what the status of the role is as of today, not have I been formally rejected. As someone who has spent 10 years of my career recruiting, I can't emphasize enough the importance of having a solid hiring plan. If your organization has no idea what the role is going to look like, don't post the role or source candidates. It's a huge waste of everyone's time and creates a pretty horrible candidate experience and a negative employer reputation. I am very familiar with start up culture and the constant reprioritizing that can occur, but a simply yes or no on a candidate status is the least you can do when interviewing someone. Ultimately this was a window for me to see that the structure (or lack thereof) within the organization and what is considered acceptable process are not aligned with what I am seeking in my next chapter.
Interview questions [1]
Question 1
I met with 5+ people over the course of a few months. There was only one round where the interviewer came prepared with actual interview questions, and the remaining conversations were extremely casual.