The interview process felt unnecessarily prolonged and, at times, unclear. I completed the initial video interview, which consisted of two general questions. Shortly thereafter, I received notification that I had been selected to move forward and was asked to complete two assessments within 48 hours: a PI Behavioral Assessment and a verbal, numerical, and abstract reasoning assessment. However, I only received the PI Behavioral Assessment. After completing it promptly, I followed up using the email address provided in the instructional video for any questions or concerns. In that message, I explained that I had completed the behavioral assessment but had not received the second assessment, and that I had already checked both my inbox and spam folder. I did not receive a response. The following day, I sent a second follow-up email to the individual whose contact information appeared in the signature of the original “next steps” message. I then received a reply stating that, based on the results of my behavioral assessment, the organization would not be moving forward with my application. While I respect any organization’s decision-making process, it was concerning that a behavioral assessment—particularly one described as having no right or wrong answers—served as the sole determining factor without further dialogue or clarification. Clearer and more timely communication would have prevented unnecessary follow-up and confusion. A brief response indicating that my candidacy would not proceed would have been both professional and considerate of my time. After further researching the organization and reviewing employee feedback regarding compensation and workplace satisfaction, I believe the outcome ultimately worked in my favor. However, the overall interview experience did not align with the values and messaging presented during the recruitment process.

I went through BELAY’s interview process twice for the Client Success Consultant remote position based in Atlanta, and it’s frustratingly inefficient. It starts with a self-paced video interview with three overly basic questions, which feels outdated and impersonal. Then, you’re automatically sent two assessments—one for math and comprehension, the other behavioral through the Predictive Index. I aced both each time I’m almost certain, but these tests are too simplistic and redundant to properly evaluate candidates. The process wastes hours on automated steps that don’t reflect real-world skills or fit for a role. After all that, I received generic rejections, despite the job remaining posted for months. This suggests a flawed system, possibly biased, and not the candidates’ fault. For a faith-driven company, I expected a more respectful, human-centered approach. Hopefully, BELAY refines this process to better identify and value talent.