I applied to Jerry two years ago, received an email from the TA person asking me to complete an aptitude test which I did reluctantly and then I never heard back. TWO YEARS LATER, I receive an email thanking me for my interest in Jerry and to please complete a longer aptitude test for a different role that was not on their jobs page. Shortly after I received a rejection. So I was ghosted, applied to a role two years later against my knowledge and permission and then rejected. These tests are also completely awful to ask a candidate to complete at any point during the interview process let alone BEFORE any intros. What a mess!

PLEASE READ! Here is what you can expect from the incredibly lengthy, needlessly difficult interview process end-to-end (Information was directly gained from the hiring manager when probed about next steps/rest of the interview process): 1) A personality/IQ test/typing test 2)45 min call w/ the hiring manager (My call went over 30 minutes. Total time: 1 hour an; 15min. The interview ended up feeling like an interrogation towards the end, and I was mentally drained and exhausted.) 3)A "Case study" that involves proof reading 4 emails to find written errors. 4)Another 45 min 1-1 interview with the hiring manager that will be more behavioral focused on recruiting philosophy. 5)Another "Case Study" where you will have to present an elevator pitch about a company of your choosing 6)A role play where you will have to give an offer call to a mock candidate 7)Another role play where you will have to do an intake call with a hiring manager 8)A final interview with the Co-Founder and VP of Operations In no world should an interview process for ANY role, (ESPECIALLY an individual contributor!!!) be not 4, not 5, not even SIX, but 8 steps! This is an absurd interview process, and I cannot imagine what the day to day would look like as a recruiter there. The current interview process shows that Jerry struggles with their talent acquisition function, ESPECIALLY with judgement of character. Using outdated practices such as personality/IQ tests alone should be a red flag for all modern day talent acquisition professionals. It should not take 8 steps to feel confident in a candidate's abilities. I would advise all candidates to seriously reconsider their application, as I fear that this interview process, in conjunction with Glassdoor reviews, are massive red flags that this company is not a good place to work at.