I was used to 'tick the box' so GLG could say they had looked at external candidates, but in reality they had already decided to give the position to an existing internal employee. This was made very clear when for the final interview (last 2 candidates) the hiring manager turned up 15mins late, did not apologise, hadn't even looked at my CV or previous interview notes (had 3 previous interviews), and proceeded to not ask me a SINGLE question about myself, but talk about himself. Sadly the entire process was a charade and a complete waste of time and effort.

Written submission; case study; in-person interview with presentation Timeline: ·Kickoff for questions and deck creation · Return for written questions and deck creation · Return for exercise · Live interviews, focus on live Q+A vs. deck presentation Written questions: In a few bullet points per prompt, please provide insight on the question below drawing from specific, recent experiences (when relevant): · What excites you most about the Pod Leader opportunity? · What will be your biggest development area stepping into a Pod Leader role? · What are the 3 traits that you believe are most important to success in the Pod Leader role? How will you exemplify these? · How do you balance driving a strong people culture with high performance? · What’s the most valuable feedback you’ve received in the past year? What have you done differently since receiving that feedback? Deck assignment: Please build a deck to share. You may include any slides that could be helpful/relevant, but at a minimum, please provide content on two key bullets: · What would your plan be for your first month? What about the first quarter? We believe that close coaching is a key lever for driving success in 2022. Please outline 1 initiative in each lever that you’d like to pilot including how you’d measure success.