Branch interview — A behind-the-scenes look

Aisha Ansari

Three words that describe my approach…

Jordan Bulfinch

Three words that describe my approach…

  • Prep beforehand. While you should always be prepared for any type of interview, it’s especially important when interviewing virtually. Make sure to do your research on the company and the person you will be speaking with. You only have one opportunity to speak with each interviewer, so coming prepared will save time and make for a more effective interview.
  • Stay engaged and be engaging. Make sure you ask important questions at each interview stage. This is your chance to get to know the team better, and find out if this could be a fit for you as well. A lot of people get Zoom fatigue throughout the long days of meetings and interviews, so it’s also important to engage the interviewer when answering their questions.
  • Stand out from the crowd. What makes you stand out from other candidates? Recruiters and interviewers speak to multiple candidates per day, so use this chance to “wow” them! Come prepared with career highlights, interesting facts about your background, and talk about skills we may not see on your resume.

Kevin Ebach

Three words that describe my approach…

How does Branch support candidates during an entirely remote interview process?

Lisa Herz

Three words that describe my approach…

What makes Branch’s Recruiting process unique?

  • A 24-hour SLA (service level agreement): We commit to getting back to our candidates within 24 hours after each step — whether we have an update or not, we’ll never leave you hanging!
  • An interview prep guide: We know that dedicating 3–4 hours of your day to an interview panel with our team is asking a lot, so we want to do all we can to help. We will put together and send you a PDF guide of everything you’ll need to know for the day — your schedule, who you’ll interview with (and LinkedIn profiles for each person), tips for remote interviewing, and write ups on what each interviewer will be focusing on.
  • A fair and consistent process: We want to make sure that we are evaluating all candidates fairly, so we’ve come up with standardized questions for each role (of course there will be some questions specific to you and your background too!).
  • Transparency: This is extremely important to us as a company in everything we do, but even more so in Recruiting. You can expect full transparency, feedback, and honesty from your Recruiter throughout the entire process.

Yana Tychynska

  • Clarify and ask questions. Before diving into coding, plan ahead and make sure you understand the problem. Reiterate your approach to the problem to the interviewer so they can correct you or provide guidance if needed.
  • Communicate. Throughout the coding session think out loud Communication and collaboration skills are important and this is a good opportunity to demonstrate those skills as you code. This is important in order to excel during the interview.
  • Code. Make sure you are comfortable with your programming language of choice. We are looking for clear, readable, working code.
  • Brownie points. If you completed your problem and have time left, use this as an opportunity to describe corner cases, time/space analysis and how you could optimize your code.
  • And last but not least, remember that you are interviewing us as well, so you want to make sure this is a good fit for you. Prepare questions for the interviewer at the end to make sure you have you have all of the information you need.

Shathiya Rengalwar

Three words that describe my approach…

  • Be clear and state your purpose — The more clear and direct you are, the more responses you’ll get. Avoid jargon and wordy phrases and say what you really mean.
  • Brevity is important — The message should be short and precise. When somebody opens your outreach message, they’re much more likely to read it and reply to it if it looks manageable and easy to read at first glance. You want it to be inviting to read!
  • Customize and Personalize — Please customize your message to each person. Tweak the messaging based on the individual you are reaching out to (hiring manager, employee, or recruiter). Always remember this will be their first impression of you.
  • Test and fine-tune — It’s important to test a few different messages and see what works best for you. You don’t want to be sending out the same exact message to everyone.

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Head of Talent@Branch

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Shathiya Rengalwar

Shathiya Rengalwar

Head of Talent@Branch

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