1. Excellent (40 min) phone call / screening session following a LinkedIn connection with a recruiter during the same week - asked why Hologics? must show passion & research - career experience walk through - about 20 minutes of discussion around role and company - discuss next steps and trial close convo 2. Recruitment Assessment (Socrates version) immediately after requires about 35 minutes - ALL behavioral based and designed to expose bias or preferences - mixture of Likert scale (agree/disagree) questions, multiple choice (chose most appropriate), and yes/no - multiple questions asked in an inverse method to check for quality of understanding around response congruity 3. Next step was to schedule remote session with leadership team (all steps available on webpage under careers as methodology is explained in greater detail) *** Here's the issue. The assessment in #2 is radically biased and has ZERO foundation in determining any sense of cognitive abilities or fitment to the role in question. Objectively speaking, it is utterly asinine for an organization to determine success/fail and continuation of a candidate on the basis of an inconsequential test. Assessments should do either of the following: highlight strengths & weaknesses for leadership to develop while aligning to role type (ie. it's a tool) OR actually measure intelligence, logic, and reading comprehension / decision making to ascertain the skillset of a recruit. Immediately notified that my results from the assessment disqualified moving forward with recruitment conversations despite checking 30+ other boxes in the prior 2-3 hours.