I had a great conversation with one of the hiring managers for my local Thrivent offices. It was supposed to only be about 30 minutes in length, but after covering my credentials and why I would be qualified to accept a position with Thrivent, it actually ran just a bit longer as the interviewer and I casually chatted about various side topics and the next steps in the hiring process. Following this, I had to take a personality evaluation online that took about an hour give or take. Unfortunately, I did not score high enough on the personality evaluation to move forward despite what I would describe as a very pleasant first interview/conversation. This is where the process really baffles me with Thrivent. If the initial interview goes well enough that a seasoned recruiter (in my case the interviewer was well experienced, but your mileage may vary) deems a candidate to be worthy of moving forward, why would they rely on an automated personality evaluation and progress or remove candidates from the hiring process? This seems like an acceptable way to perform an initial screening prior to an actual interview, but certainly not as a way to eliminate candidates that have already shown their personality and social skills in an in person or virtual interview. I know I may sound a bit jaded as I was not offered a position with Thrivent. However, I am actually relieved that was the case, because I can't imagine the company is managed efficiently if the interview process doesn't even seem to be effectively designed to find the best candidates for a position while minimizing the use of company resources (in this case their recruiter's likely expensive time). If you interview with them, I do wish you the best of luck. You've got this.

Multiple round interviews. Initially met with the marketing directors, then came on-site for live interviews. Final interviews were over the phone. Nothing technical, more mindset focused, making sure you are a right fit for the team.