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      Entretiens chez BuiltWorldsEntretiens d’embauche pour Director chez BuiltWorldsEntretien chez BuiltWorlds


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      Entretien pour Director

      1 févr. 2019
      Candidat à l'entretien anonyme
      Aucune offre
      Expérience négative
      Entretien moyen

      Candidature

      J'ai passé un entretien chez BuiltWorlds en janv. 2019

      Entretien

      I applied online and was contacted promptly by the HR/Operations lead for a phone screen. When we wrapped up the initial call, I was advised I'd need to respond to a questionnaire before moving to the next step. That questionnaire consists of 15-20 questions, asking for the candidate's thoughts & experience with certain topics and "What would your strategy/plan/approach be to [topic]?" The scope and nature of the questions implied the company was asking for free consulting, so I chose not to move forward in the process.

      Questions d'entretien [2]

      Question 1

      Questionnaire, not the interview: How would you structure your department? What would the roles and responsibilities of your reports be? What would the organization look like today at our current size and five years from now?
      Répondre à cette question

      Question 2

      Questionnaire, not the interview: What would be your strategy on newsletters/emails? How many should go out per week or month? To members versus community? Should they be sent to everyone? Segmented by interest? Opt in? Opt out? What should be the mix of original content, sponsored content, distributed/aggregated content?
      Répondre à cette question
      2
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      Réponse de BuiltWorlds
      7y
      Thanks for your feedback about your interview experience at Builtworlds. We are sorry you objected to our interview questionnaire. This questionnaire was for a senior level position in the company and the position opening was for the person who would set the strategic direction of content at our business. We had many applications from a very wide variety of research, news, consulting and other types of organizations. The applicants had a wide variety of views on our business and how it should be conducted. In order to be fair and objective in the process, and also because we had just moved through a period of working with people from different media backgrounds with very different views on how to be successful in the space, we elected to develop a detailed questionnaire to put to all candidates. Through this questionnaire, we hoped to ensure that we were being objective in our selection process and were being thorough in identifying a candidate who would fit with our strategic business priorities. The goal was not to gain free consulting advice. It was to ensure, in a post disrupted media world, that we were attracting a strategic level person whose philosophies on media today aligned with ours.