Omada Health interview questions

First interview was a phone screening was with the current Front Desk Coordinator and Recruiting Coordinator. Second phone interview was with the Manager of Operations. Third interview was in person and lasted about two hours. I got a quick tour of the office. Everyone was very friendly and I could just feel the positive energy radiating. I met with three different people (two of which I already spoke with on the phone). The fourth interview was with the VP of People and Culture. Overall, it was a very positive experience. They did their best to make sure they asked me different questions during the interviews, so I was not repeating myself. Even though I was not offered the position, they were very respectful of my time and even had a post-interview phone conversation to inform me as to why I was not chosen.

Applied online through referral, contacted 1 month later for phone interview, contacted 1 week later for on-site, contacted 2 weeks later for second on-site and given a prompt asking me to present an example workflow and Prevent implementation strategy for a specific scenario. I was not notified in advance of the full interview process and did not know there would be two on-sites. Notified via email that I did not get the offer about 1 week later. -Phone interview with hiring manager (30 mins). -On-site walk around the office with the recruiter, interview x4 with PDL team members from VP to fellow PDL (2-2.5 hours). Required to sign a NDA beforehand. -On-site 30 minute presentation with 15 minutes of questions, presenting to group of 4-5 PDLs (1 hour). They ask standard questions mixed in with super nuanced and specific questions that I found unexpected. Standard questions include: talk about 3 strengths/3 weaknesses, a time when you failed or made a mistake, an example of how you handled a complex project, 3 adjectives to define you, how would you rate your writing abilities, describe your ideal manager, describe what job you aspire to have 5 years from now, describe what role you do not want to have 5 years from now, describe where you see yourself at the company 1 year from now, etc. Non-standard questions include: tell me what it means to be hardworking, tell me about yourself since birth. I did not like either question. For the former, I don't need to prove how hardworking I am; and it's hard to measure since it really depends on the company culture. For the latter question: One girl asked this and I of course responded, but as I reflect, I find this question borderline illegal... It has potential for eliciting personal information about the candidate that should not normally be shared/asked. If I were the People Operations manager, I'd remind interviewers that there are certain questions one should be careful about asking/insinuating. My general impression of the team was that they were intense, hardworking, but not as busy as I'd imagine such intense and hardworking people to be. They all were using laptops, typing furiously away during the interview, glasses glowing with the reflection of their screens, taking notes about me and thinking of new questions to ask. Over the phone, I learned that there were downtimes when they weren't implementing Prevent for companies, and would act as department-specific for-hire project managers. My general impression of the job was that there'd be limited training in the beginning, and a sink/swim mentality where I would need to prove myself to be part of the team. I love the mission of Omada, as I'm sure others do, so I think that'd get me through the day; I also loved the director/would-be-manager, she was super cool, but I had the impression that she would have limited interactions with me. So overall I loved what I read about the job from the job description, but I was less enthused as I went through the interview process. I personally appreciate interview opportunities, and continue until the end, but honestly, if you're not enthused about the job, do not feel the need to continue into the second on-site. I put a ton of work into my presentation knowing full well an offer would be a crapshoot, and I wouldn't wish it upon other uncertain candidates. Good luck!