Architect applicants have rated the interview process at Olson Kundig with 2.2 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 20% positive. To compare, the company-average is 61.8% positive. This is according to Glassdoor user ratings.
Candidates applying for Architect roles take an average of 52 days to get hired, when considering 5 user submitted interviews for this role. To compare, the hiring process at Olson Kundig overall takes an average of 30 days.
Common stages of the interview process at Olson Kundig as a Architect according to 5 Glassdoor interviews include:
Phone interview: 57%
IQ intelligence test: 14%
Group panel interview: 14%
Drug test: 14%
Here are the most commonly searched roles for interview reports -
I applied online. The process took 2 weeks. I interviewed at Olson Kundig (San Francisco, CA) in Mar 2018
Interview
I had two skype interviews, in each, three team members interviewed me, they where educated and at the end of the second interview they told me I was a fit for the job. Then nothing happen, not even responding to my e-mails, or social media messages... It was disheartening. And Don’t even tray to contact HR to know the status of my candidacy, they are just rude... so after some moths I thought, if they act like this with a possible candidate I couldn’t imagine what to expect actually working with them. That is their ethos...
I applied online. I interviewed at Olson Kundig (Seattle, WA) in Jan 2022
Interview
Very casual and informative, don't be afraid to ask any and all questions you may have. Initial interview took place over the phone with an HR representative. I was able to choose my desired time for a 30 minute call to take place. They called on time and kept the interview as brief or as long as I needed.
Interview questions [1]
Question 1
Tells about your background, why would you be a good fit. How does your past experience translate. This was just an initial interview leading to another interview at a later date.
I applied online and an HR reached out promptly for a phone screen interview. The HR was professional in communication. However, after a personality-based chat with HR, she told me right away that I wasn't qualified for the position due to my lack of technical experience. After my inquiry, she mentioned that the design team has made the decision even before the phone screen. She also passed on the message that the team believes I would fit better for the internship program. Then I asked if she could refer me internally since I've already been interviewed. The HR rejected, saying a different team runs the internship program.
Honestly, this is the most ridiculous interview process I have ever been through. If the design team has already made a rejection decision based on technical candidacy, what is the point of going through a personality-based phone screen? It is a waste of time for both the HR and the candidate. Very unprofessional.
The intention to push newly graduated / less technical candicates to the internship program also gets me suspicious about the firm's structure and the design process. I doubt if the culture is as collaborative as the firm advocates they are. It seems that the firm relies on the new grads, who are fresh and are strong in design, to contribute to the concept and SD phases, while refusing to pay for creativity properly. Sorry, I reject that and will warn my peers away from this firm.
Interview questions [1]
Question 1
Personality-based, mainly my experience at other positions.
Never meet your heroes. If people that are in leadership have to delegate review decisions to others it’s probably an unhealthy legacy to leave behind. Interview was a two step process and communication was decent.
The interview was cordial for the first round and politely condescending with the second group.
Interview questions [1]
Question 1
Can we see the confidential work you have been producing? Full drawing sets please.