Real, anonymous reports from people who interviewed for Consultant at eXalt, newest first and distilled into what to expect across the loop.
J’ai commencé avec un premier contact via LinkedIn, puis un entretien téléphonique avec une RH et une visio quelques jours après. Le courant passait bien : la boîte avait l’air sérieuse, et on m’a donné l’impression que poste et rémunération pouvaient être intéressants. Le co-fondateur m’a ensuite appelée pour montrer son intérêt et fixer une rencontre physique, donc je me suis investie.
Après avoir été contacté, j’ai enchaîné des échanges assez courts et structurés. D’abord, il y a eu un premier entretien avec une RH, plutôt orienté présentation de l’entreprise et de mon parcours pour vérifier l’adéquation avec ce qu’ils cherchaient. Ensuite, j’ai eu un échange avec un business manager, puis un autre avec un directeur/manager selon l’organisation du moment. Le rythme m’a semblé fluide, et j’ai aussi eu des retours après chaque étape, avec des feedbacks réguliers sur le déroulé.
The interview process typically includes a series of structured interviews with HR, business managers, and senior consultants, often progressing quickly through stages. Candidates noted that while the flow was generally smooth, it sometimes felt rushed, leaving little room for deeper understanding of the company's projects.
Interviews primarily emphasize personal fit and motivation, with many candidates reporting non-technical questions about their backgrounds and salary expectations. This focus can lead to a sense of repetitiveness in discussions, particularly regarding salary alignment.
Some candidates experienced technical assessments, particularly case studies, which required them to demonstrate problem-solving skills and relevant experience. These assessments were described as demanding but manageable, often conducted in person.
Candidates reported varying levels of communication throughout the process, with some experiencing regular feedback after interviews, while others faced significant delays and a lack of follow-up. This inconsistency contributed to feelings of frustration and uncertainty.
Several candidates expressed disappointment over perceived lack of consideration during the process, particularly when scheduled meetings were missed or when there was no follow-up after promising stages. This led to feelings of being undervalued despite their efforts.
While some candidates received offers, others reported abrupt endings to the process with no clear explanation, particularly regarding salary alignment and role fit. This lack of clarity at critical stages left candidates feeling confused and frustrated.