I phone-screened with the Office Manager. One week later, I had an in-person interview with Office Manager and Regional VP. I then had another phone screen with a male VP presumably to get a male's input on me as a potential hire. He asked me many of the same questions that I encountered on the initial phone screen and it had somewhat of a "groundhog's day" effect. Like I would come to see of some many of CFS' processes, they were very mechanical with little personalization. CFS uses many outdated tactics from the 1990's and hasn't embraced the use of digital media to position itself, its brand, employees, or services. If you google CFS you'll happen upon results for Chronic Fatigue Syndrome and not Creative Financial Staffing. In fact, if someone were searching out CFS' services they wouldn't even find them on the 1st page of a google search. One of their VP's once said that websites aren't very important thereby betraying her lack of current business development knowledge which seems to have peaked sometime in 1998!

The hiring process started with an initial phone screening. I was then brought in to interview with the president of the company. After that I was brought in to interview with the branch manager. Because this was a brand new team in my office and I was unsure if I was really going to like cold calling all day they asked me if I would want to go to the Orlando office and shadow for half of a day to see if this is something that I would like.