Flexport interview questions

The first interview with a recruiter was great. She was very sweet, arranged meetings in a timely fashion, and was there to answer my questions. The next stage was with a hiring manager, one of their VPs. The interview started with a 10min presentation about her career until Flexport, her kids in college, her volunteering activities, and how she didn’t want to take a job at Flexport at first. Then, I talked for around 8min about my work and experience, after which she said she sees I have a lot of skills they are looking for, so instead of carrying on with this short interview, she’ll ask the recruiter to arrange an onsite meeting with me. There, according to the VP, we can dig deeper into my skillset. A few hours later, I got an automated email, saying that they decided to proceed with other candidates. At first, I thought it must be a mistake. Soon I realized that the VP, who was also a hiring manager, cut the interview short because she didn't want to proceed with my application. I feel entirely okay that the skillset wasn’t the best match in her opinion, but why lie? I didn’t even get a chance to ask a single question, which would have helped me get a better overview of the marketing department and if I should watch out for other roles in the future. I made time in my busy calendar to attend the interviews and for human decency, I believe I deserved a minute or two to ask a few questions, especially that we had 10min left. If the hiring manager has no guts to say that the candidate is not the best to proceed further to the candidate’s face, it’s okay to conclude saying that they’ll have more interviews and the recruiter will come back once they have made a decision. I was upset by this dishonesty. However, I probably should be happy I didn’t get hired by the manager who has no strength to say things to people’s eyes and is simply lying. I was very impressed by Flexport’s ambitions but I see it now as an authoritarian company, where VPs are allowed to think they are gods and their time is much more valuable than applicants'. This is a thinking of the 80s or 90s, with a lack of honesty and human respect.

Applied initially via employee referral and took part in 4 different steps: 1. One-way video interview on Convey IQ. Had 48 hours to complete this. 2. 30 min phone screen with a recruiter. 3. 2 hour video interview with 3 current employees at the office I applied to. First 30 min block was with a current Data Ops Associate, second 30 min block was with the potential manager for the role, last hour long block was for a case with another member of the Operations team. Case is quantitative (what is the most efficient way to move this hypothetical shipment?) but the math is very simple/done on the calculator of your phone. Imperative to ASK QUESTIONS. You are given information but not nearly enough to reach a decent answer unless you are incredibly familiar with lots of industry jargon. 4. 1.5 hr on-site interview at the Flexport office closest to my location (not the one I applied to). First 30 min block with another Data Ops Associate, 2nd 30 min block with other Ops member, last 30 mins with a manager of those roles. Entire process, from initial one-way video interview to accepted offer, took about a month and was an overwhelmingly positive experience. Absolutely necessary to do research before-hand and develop a basic understanding of the company, freight forwarding and logistics in general (search for articles, YouTube videos, Spotify podcasts, etc.). Also, obviously, prepare for basic behavioral questions. I was asked every question listed below at some point in this process.