Do you mind working independently or in a team setting?

I enjoy working in a team setting, I want you to know that if you hire me, I am ready to collaborate and work in a team environment. I will put my interests to the side for the overall accomplishment of our team. When I was at XYZ company, my direct manager recognized me for always being willing to adapt to a changing environment in our team.

The interviewer really wants to know if you are an extrovert or an introvert. Make sure you respond with confidence and make it clear what type of personality you have.

I enjoy working independently, I find that being alone keeps me on task and thinking proactively without any distractions. I find myself focused and have the ability to complete all assigned tasks. I have a very competitive personality and don't like to stay behind.

Describe your perfect work life balance.

I believe work is very important as long as you are able to combine it with your personal goals and that you are able to balance it out. I enjoy physical fitness everyday and enjoy evenings and weekends with my friends and family.

The interviewer is interested in finding out what is important to you as a person. Make sure you talk about your values and your interests, it will be helpful to align your answer with the culture and vibe at Stripe.

Do you have any questions about this position or the company?

I am thrilled have been asked to interview. I am excited about Stripe and its mission of increasing the GDP of the internet. I want to be a part of enabling new businesses, new customers, new transactions, and new economic activity. How does Stripe address learning and development needs in its employees?

The interviewer wants to know what drives you and motivates you to apply for a role in their company. Make sure you read the job description, other job opportunities, company values, mission and learn about their culture. It is very important to share with the interviewer the things you have learned in a short time about Stripe. Finally, answer the question with a question about 30, 60 and 90 day goals for you after you have been hired or ask about how the company addresses learning and development.

Stripe is at the head of the game in innovation, productivity and diversity. I would like to find out if I am selected for this role, what will your expectations be for my 30, 60 and 90 day anniversaries. What would you like for me to accomplish in each time period?

I am looking forward to the next steps in the hiring process, as we move forward, I would like to be sure that there is room for professional growth and opportunities to reach leadership roles within Stripe. What is the typical process look like? In regards to probation periods, performance reviews and potential lateral or upward mobility?

How would you describe your leadership style?

My leadership style is XYZ, I know my way to lead others is very much aligned with Stripe's values of everyone is part of the family and anyone can lead. I know our team will benefit from my leadership because when I worked at XYZ company, I implemented the following things, x, y, z.

The interviewer wants to know how your leadership fits in with their culture and team. You should stay within the top 3 general styles like Authoritarian, Participative or Delegative. Make sure you state your style and how you see this a good thing for your role with Stripe.

Describe a strength that you have in recruiting.

"I have to say that streamlining my screening and interview process always has a powerful impact on how business is done in a company. I enjoy coming onboard and move from maintaining a process to making adjustments to improve. I have learned that things can always be faster and better."

This is an invitation for you to talk about your skillset, your recognitions and to show how you match the employer's values and requirements. Be ready to stand out and demonstrate the value you bring as a potential recruiter.

"I see myself as a powerful addition to your team because I am able to understand the need and the urgency in job orders. In previous roles; my colleagues have recognized my work as high quality and someone that provides quick successful outcomes. I will always come into a project with a positive mindset and willingness to grow "

What suggestions do you have for our company to improve our recruitment process?

The application process can improve by allowing the candidate to type up a brief statement of who they are and what they are seeking to accomplish in their career growth.

The interviewer wants to learn about your ability to develop solutions and if you are able to think outside of the box. Make sure that you have a minimum of two (2) suggestions that would improve the candidate application experience. You can talk about their application process being too long, or you can address the availability of video answers.

The application was swift and really only took 5 minutes, however I almost lost all hope during my waiting period because I was also receiving interview offers from other companies.

Where do you see yourself in the next 5 years?

I am someone with a passion to matching people to the right roles. I believe that participating in this role with Stripe will provide insight on how I want to continue matching people to their dream jobs. The fact that Stripe is based on filling the gaps in transaction process and providing guest access to services, it speaks volumes as to what I will learn to do here.

The interviewer is trying to find out your motivation levels and your future career outlook. Let them know that you considered this role because it fits closely with your career goals of "owning your own staffing business" or "learning from the best" or "settling down in a strong customer focused agency". Stay positive, be real and be honest, it's okay if you don't know an exact reason, but let them know that this is an opportunity to really see the operations at its best.

In five years, I would like to be in a position where I know more about my longer-term career aspirations as a recruiter. I am sure that I will have gotten additional experience working for Stripe and know more about the people operations industry overall. As I grow in my career, I will be able to provide feedback and insight on new people relationship building strategies.

Hopefully, in five years I'll be helping make decisions about what kinds of programs a business we will offer at Stripe and how to make sure employees are benefitting and growing. Programs like managing a stronger workforce, developing a positive work culture and more.

Why do you want to work here?

One of the things that really caught my eye was on your web page that speaks of you willingness to give enormous responsibilities to any one at Stripe if they demonstrate the abilities to run with them. I am excited that the culture at Stripe is about providing opportunities. I am seeking a place that will value my skillset and may provide an opportunity for growth with bigger tasks or projects.

The interviewer asks this question to make sure you have researched their company and are motivated to work there. The interviewer will quickly learn if you have no desire or passion for working at their company if you do not understand the value you would gain by working at said company. Here are some things you may consider that could be valuable to you and your career; the perks the company offers, the ability to move up in the company, and the culture of the company.

I want to work at Stripe because my passion is to serve as many people as possible. I see Stripe is not confined to one specific region or target audience but that you are positioned globally to create a larger footprint eventually everywhere in the world. I see that over 90% of Stripe employees believe in the future and the mission of the company. You must be doing something right.

I want to work for Stripe because the mission is not to become a manager. The actual way Stripe is structured is not based on attaining job titles, but rather contributing ideas, lived experience and being open to dialogue and experience change. I understand Stripe in constant change and I don't mind it one bit.

In a world of constant distractions, share with me how you manage to stay on task? what tools do you use?

I have managed to stay on task with (name of software or app, check-list, phone reminders, clock, etc.) and I usually place my list of projects in priority from most urgent to less or most important to less important. I am always seeking ways to stay focused and on task.

The interviewer wants to know that you understand the importance of staying organized and that you are able to handle multiple projects with distinct deadlines. Let them know if you use any of the following: ATS, Greenhouse, Bullhorn, other sourcing tools, slack, post its, calendly, to do list, outlook calendar, etc.

Working on multiple recruiting goals can be overwhelming, but I thrive on multiple tasks and I like to display reminders of them on my (phone, iPad, pc, or checklist; your favorite item). I am focused on completing one item at a time and also ask the hiring manager for clarification on what urgent.

My personality exposes a lot of outburst, outreach and overall an extrovert attitude, with that comes a major issue. I must set reminders, check lists and calendar invites so that I don't miss the details. I rely heavily on these tools to support my goals and objectives.

Please talk me through the process of how you make a peanut butter and jelly sandwich?

I make my pbj in very simple steps: Take bread, spread some peanut butter and jelly on the bread and eat with with a cold glass of milk.

The interviewer wants to know if you are process oriented. Be yourself, truly answer with how many steps it takes you to make a sandwich!

This is how I make my sandwich: First, I walk in the kitchen, then turn the lights on, then walk to the pantry, open the door look for the "whole wheat" bread, reach in to the bag and get the second and third loaf, then place it on a plate facing up. Then, I go to the refrigerator and pull out my low fat Peanut butter, place in next to the plate, go back to the pantry and take out the jar with grape jelly, set it on the table as well, then take out 2 knives (one for each) then take some peanut butter and spread it on one loaf, then put the knife in the kitchen sink, take my second knife and take grape jelly. and so on...

Do you have a problem attending recruiting trainings, webinars or seminars?

I don't have issues with attending trainings and or seminars that will provide new strategies for recruiting and or best practices. In fact, I look forward to adding new ideas, technology solutions and human resource management skills.

The answer to this question will provide insight on your ability to adapt to changes and will measure your willingness to learn new things. If you are a quick learner and don't mind change, let the interviewer know!

I enjoy attending professional development courses, I think they are great. I understand it is important to continue learning and continue growing in my skillset. I am always open to enhancing my abilities and my performance.

Tell me about your experience sourcing and closing candidates across a diverse range of profiles and functional areas.

I have X year's recruiting experience within multiple industries to include: customer service, business administration, hospitality, sales and marketing. I have full cycle recruiting techniques that include analyzing hiring needs, recruitment of candidates, creating a short list, screen candidates, extend and negotiate offers, and onboard new hires. I have provided support to all levels of job orders to include entry-level, mid point and leadership roles.

The interviewer wants to wage your experience and skillset identifying and selecting candidates within multiple job orders. Please make sure you address how many job titles you sourced for, grade levels ranging from entry level to supervisor and leadership roles and how you implemented diversification in recruiting.

In my previous role, I provided support to hiring manager to identify the right candidates. I used social media, word of mouth, zip recruiter and LinkedIn. In addition, I have reached out to active and passive candidates. My workload has ranged speaking daily from as little as 10 to over 25 job seekers. I am able to cross reference various job duties within an industry to another and adapt new terminology to effectively align skillsets.

What is one of your biggest professional strengths?

Every job that I have held, involves making new relationships and maintaining them to acquire an opportunity to provide our services. At XYZ company my manager trusted me to accomplish this so much, that he always sent me as a brand ambassador to meet and greet functions. I am confident to say that one of my professional strengths is communication and building strong relationships.

Sometimes this question makes people feel like they have to talk only about one thing. Your answer should include a job related skillset or trait that you want the interviewer to remember. You can focus on your ability to engage with people and develop enough trust to capture their interest in your company. Make sure your answer is supported with historical employment data or reciting a recent compliment you received for demonstrating this particular strength.Other tips: Describe a personal story about this strength. Give specific details in your story. Show them you are a well rounded person.

My ability to think outside the box makes me stand out in every company that I have worked for. Most recently, my colleagues asked me for ideas on how to keep our candidates interested through out the hiring process. We reviewed the communication that was being sent to them via our ATS system and found that it did not include information on company culture, core values and its mission. They accepted my advice and we have seen an increase in candidate follow-thru within the application process,

I am able to quickly adapt to changes in our hiring process. In my previous roles, people have said to me that I am very flexible and always willing to change directions or implement new strategies. As I become part of the team at Stripe, you will notice that I am willing and able to participate in transformation steps and also provide ideas on how we can improve our work.

What can you do to identify when a candidate is exaggerating or not being completely honest about their skill set or qualifications?

As I screen candidates and listen to them reference a job skill or a project that they have performed, I tend to review their resume, check employment dates and ask additional penetrating questions to make sure I understand how they attained their skills. If a candidate is reluctant or not willing to answer in detail this request, it raises a major red flag for me and I will intentionally ask for more details on other questions.

Talk about your interviewing technique(s), talk about how you screen candidates and push them to the next level in the hiring process. Are you willing to ask thorough questions to verify information and discover additional details of a candidate's experience claim?

As a recruiter, you must be able to discern truth from lies, candidates may provide a good looking resume, employment history with possible gaps and you must invest time during the initial screening call to review the accuracy and validity of the information.

Please tell me why I should consider you for this recruiting role?

I believe that I am the right person for this role, in multiple occasions I have demonstrated my relationship building skills, customer service qualities, I am goal driven, and motivated to tell others about the incredible opportunities at Stripe. I will work together with the hiring managers to bring on board the best candidates for our team.

Answer this question with your understanding about recruiting. When you recruit for Stripe, you are essentially selling. Selling Stripe to a candidate and selling the candidate to the hiring manager. Your answer should provide insight on why you are the right fit with Stripe.

In my previous role as a recruiter, I found myself making very close connections. In my career growth, I have attained qualities and skills that place me in a position of respect, knowledge and council among my peers.

What do you think has a higher return of investment? Listening or Speaking? why?

Listening is very important, especially for this type of role. I must listen carefully to identify the candidate's strengths, hidden skills, internal motivation and personality type. It is very important to place myself in their shoes so that I can understand their expectations about our company in addition, I will listen to see if they are a fit with our team culture.

In a recruiting role, it is very important to listen. As the candidate you should provide an example of a time when you found out something that made the difference in moving someone up to the next step in the hiring process.

Listening to candidate's qualifications, employment history and personal experiences goes beyond just words. I have an opportunity to listen deeper for signs of hesitation, joy, success and memories of failures. If I have only a few minutes to screen a candidate, I want to listen and take really good notes.

How would your friends describe your ability to establish and cultivate relationships?

My friends say that I am approachable, friendly, and a joyful extrovert. They will not hesitate to say that I am a professional in creating new friendships no matter where I go. As a matter a fact, they will tell you that I am the life of the party!

The interviewer wants to learn about your ability to make new relationships. Make sure you talk about what other people say about you. Be sure to state skills and characteristics that make you a good candidate for this job. As a recruiter, your social and communication skills are very important.

Anyone that knows me, will tell you that I am outgoing, friendly, kind and willing to serve others. My colleagues/co-workers usually send me in as the relationship builder. I am the conversation starter and the one that usually breaks the ice in the elevator, in the ride share or in the restroom line. All jokes aside, I am very confident in making new friends everywhere I go.

According to your style of recruiting, what role should hiring managers play in the recruitment process?

"Hiring managers have to become our best allies, we should talk about our expectations, our struggles and our wins so that we can understand each other in a deeper level. As a recruiter, I depend on them to see why I forwarded a candidate to the next step and also to catch something I may have missed. I say hiring managers must be involved from start to finish"

The interviewer wants to learn more about your recruiting style, its strengths and your interactions with hiring managers. Please use relevant examples that support your answer.

"As a recruiter, the hiring manager should know me enough to trust my ability to make the right selections, he or she should feel comfortable communicating with me if this is not occurring. In addition, the hiring manager should work with me to be available and support tight deadlines with short response time."

How important is having a Learning and Development Recruiting strategy at Stripe?

I used to think that learning and development were more part of the retention aspect of a company's HR strategy, however I think there is a current shift in the workforce. I want to make sure that Stripe is the place that will invest in my professional development and will open the door for training to my unique needs.

The interviewer is interested in listening about your view of learning and development within recruiting. Focus mainly on providing feedback on the importance of being a diverse thinker. Make sure you tell the interviewer that you enjoy working with people from all walks of life and more importantly, you want to join a team that ensures inclusivity in the workplace and is always seeking ways to train current employees.

Learning and Development in recruiting is super important because it gives me the tools I need to better recruit candidates and talk about my company as being focused on my growth and embraces diversity. I want to be in a company that cares about me as a person and that will create a learning environment every chance I get.

I want to be able to recruit friends and colleagues to work here at Stripe, but I have to make sure that you have these programs that are very much needed. I look forward to coming to work and being able to access various training and learning pods that will increase my professional growth. It shows me that this company cares about me.

Role play! Introduce Stripe to a candidate to generate interest?

Hi, XYZ, I noticed that you are a goal driven professional with a solid career in developing new relationships, I also see that you have worked on implementation strategies with innovative solutions. There is an opportunity with a company that has a very ambitious mission: to increase the GDP of the internet! We are seeking people with your creativity and your skillset to reach the world, literally. I would like to speak to you about a place with our growing Stripe team!

The interviewer wants to hear you talk about your Marketing experience, your ability to connect with potential candidates, and knowledge of Stripe. Make sure you have energy in your voice, confidence in your tone and be persuasive.

Hello XYZ, I see that you are making a mark in your job! I work for Stripe, we are providing solutions and expanding to help business across the world. In fact, our business has grown more than our company. You will be a good fit with Stripe. What is a good day and time that we can discuss opportunities with us!

Hi, XYZ, I noticed that you continue to grow in your career. I work for Stripe and we are expanding across the entire globe enhancing customer/vendor payments and helping start ups and local businesses thrive. We want people who are unafraid to be wrong, to enthusiastically back proposals they initially opposed, and to support decisions with numbers and narrative. I believe you are a good fit for our company, what is a good day/time to connect?

Role play! Talk about the salary range starting at 60K-80K with the candidate.

Hello XYZ, the person in this role is responsible for X, Y, and Z. At Stripe we are very competitive in Salary and provide a wide array of benefits, if offered the role what is your desired salary range?

The interviewer wants to hear you role play and listen to your negotiation skills. Use prior experience as this is an opportunity to hear you actually interact with a candidate.

The role you have applied for is combination of two jobs, one is providing technology support and the other is presenting solutions also known as sales to our customers. The salary range for this role is 60k-80k, after learning this information, are you still interested in being considered ?

What do you do, when you struggle to fill a role? What did you learn from this experience?

Every time I see a job order, I review the requirements and the qualifications among many other key things that I look for in a prospect. Recently, when I was with XYZ company, there was a role that was so unique that every candidate I screened was missing important attributes of a good fit. I reached out to the hiring manager and requested a revision on the job requirements to modify the years experience level and the project management certification. We were able to identify a handful of qualified people when the requirements changed.

The interviewer wants to learn about a time you went through a storm and how you came out on the other side. Make sure to cover in your answer a specific job order that was difficult to fill with a good match. Talk about the obstacles you encountered and what you learned.

In a previous role, I was under extreme pressure to perform and reach our monthly goals in every department. There was a water treatment specialist job that became available for a few months and we had very little interest and very little response in number of applicants. I decided to reach out to local community colleges and local social and institutional clubs. Our team was able to combine efforts with a training program that would forward their most recent graduates and we would request funding to continue test preparation and funding for certification so that we could get new members on the team.

As I find myself struggling to fill a specific role, I tend to seek support from those in my team. The last time, I struggled was in 2020 towards the end of the year, many people were not applying for jobs and many people were indoors. Due to the pandemic, we were able to apply waivers to identify possible candidates, until recently, the waivers were taken down and we are currently seeking quality candidates once again.

Describe your most challenging project?

In the middle of the pandemic, colleagues, family and friends were being laid off from work. I was very fortunate to maintain my employment because of my skillset. However, I found myself with a heavy workload of over 50 job orders and knew it would be too much so I asked for help. The team around me stepped up and provided the support that I needed.

Stripe builds financial tools and economic infrastructure for the internet. The interviewer wants to know about a recent project that you found difficult but have managed to see it successful. Make sure to address the project in detail and how you came up with a solution, share outcomes and how the team around you responded.

Tell me about a time that you made a decision that was not very productive in your role, how did you respond?

When I was at XYZ company, I decided that I wanted to be included in all communications from the team, and found out quickly, people don't like to be micromanaged. The culture in our team and the vibe changed from fun to what now attitude. I decided to provide the team trust and asked them to no longer include me in their communications and I see how everyone is acting in a totally different way.

As you answer this question, make sure to provide insight on how your decision became a failure and how you used it as a growth opportunity. Make sure to provide details about your decision and also details of the steps you took to rectify the situation.

Talk to me about a time you had to implement a change in your team, what did you do? How did the team receive it?

A few projects ago, I was asked to add a new way of sourcing candidates and I immediately fell in love with it. I asked my team members to embrace this chance and they accepted it. It was difficult at the beginning but after a few days, they were working on it flawlessly.

The interviewer wants to know how you view changes and how you transmit it to your team. Make sure you talk about a specific example in a previous role and the barriers you had while you implemented it. Describe in as much detail as you can about the interaction and the outcome.

It's midweek and you just found out that your primary candidate is not taking the job offer, he was supposed to start on Monday, what do you do next?

Life happens and things just might not align, the candidate could easily have a justified and logical reason. My first step would be to reach out and find out what I can. If the reason involves benefits, pay, schedule, etc., I may be able to re-negotiate with the hiring manager and see if I can still bring them on board with a modified job offer.

The interviewer is looking to find out if you have an alternate plan. Make sure to let them know that you do have a backup candidate ready to be pitched to the hiring manager. You can also let the interviewer know you are willing to take additional steps to rescue the relationship with the primary candidate, let them know that you will reach out and renegotiate or find our why he/she did not accept the offer.

Sometimes candidates just don't pan out. I am a strong believer of having a backup plan. This is what I would do, first, call the candidate and ask why they did not accept, then, I would see if I can re-negotiate. As this person is reconsidering, I am also reaching out to our hiring manager to ask if they will consider our second runner up for the role. If they are willing to offer the role to the runner up, I would send them a job offer.

What do you use to learn about new trends in recruiting?

Currently, my network is large enough where I can hear from colleagues what they are doing that works. In addition to word of mouth, I like to follow recruiting firms, staffing agencies to see how they are also transforming their recruiting styles.

The interviewer wants to know about your recruiting style and what sources or leads you use to stay up to date on best practices or new tools. Make sure to describe the impact you have seen in incorporating these.

My favorite way of learning about new trends and tools of the trade are to visit human resource conferences, webinars and even access online recruiting blogs. It is good to be on top of trending ideas so that I am not stuck on "old fashioned" ways. I am excited that Stripe has thought about new ways to recruit passive clients.

Why is it important to create a seamless candidate experience?

As a recruiter, I want my candidates to feel the hiring process as seamless and professional as possible. The way we treat each other is a reflection of how we currently treat and will treat our external customers.

The interviewer wants to know if you are interested in providing excellent customer service to internal and external customers. As part of the Stripe team, you must be a strong customer service focused individual, make sure your answer displays exactly that.

This is a very important core value that I live by, "Treat others as you want to be treated". There have been jobs that I have applied for in the past and experienced a dreadful application process. As I received notifications from the HR team, I felt so under appreciated, like they were doing me a favor. I never want our candidates to feel that way when they apply at Stripe.

What do you consider your biggest accomplishment as a recruiter?

In my X amount of years of experience, I have attained a skillset that has been tested with multiple job orders and multiple candidates in the pipeline with extremely short deadlines. My ability to handle multiple tasks definitely separates me from everyone else. As an example, I have been able to manage X job orders with a XY day hiring window and screening more than ZZ candidates per day.

The interviewer wants to find out if you are able to address significant accomplishments, peer or leadership recognition, Additionally, your answer will provide insight on your passion and motivation to be a Recruiter at Stripe. Your answer should be a mixture of previous or current accolades, level of impact and level of experience. Stripe hiring managers want to see if your skills and work ethic match with their needs.

I applied for this role, because I wanted to be a part of a team that is making an impact and is not shy to innovative ideas and strategies. As a recruiter with various employers, I have seen the good and the bad of hiring with small to medium and large candidate pools. I have been recognized X times for reaching my placement goals. On various occasions I have provided useful ideas and insight that improved our recruiting process.

Customer service is very important to me and I know that Stripe values the customer experience too. In my previous roles I have been recognized for providing a superb level of service. I have worked very closely with hiring managers that have various levels of expectations and have demanded faster recruiting.

Provide an example of your previous roles where you have partnered with others?

In my previous role, as a staffing coordinator, our manager provided our team a goal to reach 30 new hires during the first reporting period. As time passed we realized that we were running behind. We noticed that we were contacting the same people without knowing because we were not tracking candidates correctly. We established a standard to contact every candidate and annotate in their case notes and were able to eliminate time wasted on duplication efforts and we reached our goal of 30 new hires in the following days.

The interviewer wants to find out if you are a person that can work alongside other colleagues and if you are open to smooth and harsh feedback. They want to know if you are able to keep professional mindset and at the same time a learning attitude. You can also benefit from providing a specific moment where you collaborated with colleagues, co workers or agency representatives and what did the outcome look like.

As a recruiter at XYZ company, we were each responsible for individual performance goals. I noticed that there 2 people in our team that where falling behind. I was meeting my goal and decided I could help. I approached both team members and offered support. It was a matter of time before they too had reached their goals. It was a very exciting time for me.

Stripe Recruiter Interview Questions

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1. Do you mind working independently or in a team setting?
2. Describe your perfect work life balance.
3. Do you have any questions about this position or the company?
4. How would you describe your leadership style?
5. Describe a strength that you have in recruiting.
6. What suggestions do you have for our company to improve our recruitment process?
7. Where do you see yourself in the next 5 years?
8. Why do you want to work here?
9. In a world of constant distractions, share with me how you manage to stay on task? what tools do you use?
10. Please talk me through the process of how you make a peanut butter and jelly sandwich?
11. Do you have a problem attending recruiting trainings, webinars or seminars?
12. Tell me about your experience sourcing and closing candidates across a diverse range of profiles and functional areas.
13. What is one of your biggest professional strengths?
14. What can you do to identify when a candidate is exaggerating or not being completely honest about their skill set or qualifications?
15. Please tell me why I should consider you for this recruiting role?
16. What do you think has a higher return of investment? Listening or Speaking? why?
17. How would your friends describe your ability to establish and cultivate relationships?
18. According to your style of recruiting, what role should hiring managers play in the recruitment process?
19. How important is having a Learning and Development Recruiting strategy at Stripe?
20. Role play! Introduce Stripe to a candidate to generate interest?
21. Role play! Talk about the salary range starting at 60K-80K with the candidate.
22. What do you do, when you struggle to fill a role? What did you learn from this experience?
23. Describe your most challenging project?
24. Tell me about a time that you made a decision that was not very productive in your role, how did you respond?
25. Talk to me about a time you had to implement a change in your team, what did you do? How did the team receive it?
26. It's midweek and you just found out that your primary candidate is not taking the job offer, he was supposed to start on Monday, what do you do next?
27. What do you use to learn about new trends in recruiting?
28. Why is it important to create a seamless candidate experience?
29. What do you consider your biggest accomplishment as a recruiter?
30. Provide an example of your previous roles where you have partnered with others?

Stripe Recruiter Interview Questions

1. Do you mind working independently or in a team setting?

2. Describe your perfect work life balance.

3. Do you have any questions about this position or the company?

4. How would you describe your leadership style?

5. Describe a strength that you have in recruiting.

6. What suggestions do you have for our company to improve our recruitment process?

7. Where do you see yourself in the next 5 years?

8. Why do you want to work here?

9. In a world of constant distractions, share with me how you manage to stay on task? what tools do you use?

10. Please talk me through the process of how you make a peanut butter and jelly sandwich?

11. Do you have a problem attending recruiting trainings, webinars or seminars?

12. Tell me about your experience sourcing and closing candidates across a diverse range of profiles and functional areas.

13. What is one of your biggest professional strengths?

14. What can you do to identify when a candidate is exaggerating or not being completely honest about their skill set or qualifications?

15. Please tell me why I should consider you for this recruiting role?

16. What do you think has a higher return of investment? Listening or Speaking? why?

17. How would your friends describe your ability to establish and cultivate relationships?

18. According to your style of recruiting, what role should hiring managers play in the recruitment process?

19. How important is having a Learning and Development Recruiting strategy at Stripe?

20. Role play! Introduce Stripe to a candidate to generate interest?

21. Role play! Talk about the salary range starting at 60K-80K with the candidate.

22. What do you do, when you struggle to fill a role? What did you learn from this experience?

23. Describe your most challenging project?

24. Tell me about a time that you made a decision that was not very productive in your role, how did you respond?

25. Talk to me about a time you had to implement a change in your team, what did you do? How did the team receive it?

26. It's midweek and you just found out that your primary candidate is not taking the job offer, he was supposed to start on Monday, what do you do next?

27. What do you use to learn about new trends in recruiting?

28. Why is it important to create a seamless candidate experience?

29. What do you consider your biggest accomplishment as a recruiter?

30. Provide an example of your previous roles where you have partnered with others?