1. Was vetted by Workday through a 20minute phone screen (they outsource for the first two steps). 2. After this you have to pass a CCAT and Personality assessment. the CCAT is 50 questions with a 15 minute time allotment. Most companies require that you get about 24-28 correct in order to pass. The personality assessment was not timed. 3. After this I was told that since I had a reference, I was able to skip the next step (presumably a team interview) 4. I talked with the Hiring Manager, this intereview was 30-45 minutes via zoom. The Hiring Manger told me that I would be moving on to talk to the Department Director. 5. I had no interview with the Director and received an email a week later saying the filed the position. Final Thoughts: After having read through other Glassdoor reviews I was a little skeptical thinking about working with Pluralsight. But, this interview process sealed the deal for me. Hiring Mangers should be able to have tough conversations, keep everything transparent, and not state promises that they cannot keep, which funnily enough is one of their interview questions on keeping commitments. Very unimpressed, stay away from this company.

Interview process was simple and straight forward. Recruiter calls you for screening, gives you some information about the company, and sets you up with direct hiring manager interview. Direct hiring manager interview goes well they will send you an assessment (that they "claim" is not used as a hiring metric, but very well could be) and set up panel interview with some authors. I felt the interviews were great and expressed more of a conversation about the job and your experience versus "tell me about xyz scenario." Overall, the process was simple. There was one thing I want/need to comment on here is that in the resources the recruiter gives you they recommend doing the free trial of the platform. While that may be great, the trail is only for 1 week and if the interview process stretches beyond that then you have to pay for the month membership or yearly membership. I feel this can be conducive of roping candidates into paying for memberships to the platform as part of the hiring process which can be viewed as a sneaky sales tactic and false advertising. Unfortunately, I did not get offered the job as I had truly hoped for. I was left feeling like this organization expected me to pay for a monthly membership as part of my hiring process to "learn more in-depth about the company" when it expresses a lack of empathy of other's financial situations. My ask to management, leadership, and there talent acquisition teams is to ensure they are pushing free resources available for candidates versus recommending they do a "free trial" to get more in-depth information on the role/company at large. For a tech L&D company wanting to increase their security trainings in the space, candidates should be asked nor expected to provide any PII or payment information to this organization outside of the requested information on their applications.