Braven (IL) interview questions

As everyone else has stated, very misleading with the salary posted. They have a range listed but harp on starting new employees at the bottom of that range which is "non-negotiable," yet they make sure to state this at EVERY stage of process. They also expect you to work a 50-hour work week which further reduces salary amount. Initial phone screen had nothing to do with the job; it was an extensive 45min to 1-hour discussion about your job history as if they hadn't read over your resume. The next step is a video meeting with the hiring manager. Kind of the same questions as HR phone screen but moreso tailored to the position. They will have you submit a work sample and have you talk through that in the interview. Also, a scenario based question is at the end, which is also misleading as they will consistently state 50-60-hour work weeks are a standard but they want you to answer whereas you will prioritize skipping meetings vs. making it work outside of standard work hours. Alot of red flags throughout the process including receiving emails late at night. They want top-talent at a discounted price tag. You will be overworked and underpaid.

The interview process was structured but quite extensive and time-intensive, involving multiple stages. It began with an initial phone screening, followed by a performance task that was to be completed within a three-hour window. After that, I met with the hiring manager, with additional rounds indicated for later stages. The initial screening was professional and aligned with standard practice. However, some aspects of the process raised concerns as I progressed. Communication about next steps was sent during a long holiday weekend, and follow-up responses were received outside of typical business hours, which gave the impression of a demanding or always-on work culture. The performance task itself required a significant level of research and strategic thinking, centered on real-world scenarios involving the cultivation and onboarding of a prospective philanthropic partner. While framed as an assessment, it felt closer to producing substantive work product that could potentially be used by the organization, rather than solely evaluating candidate qualifications. Additionally, the role was described as requiring a minimum of approximately 50 hours per week, which seemed high relative to the level and non-negotiable compensation structure. After completing multiple steps in the process, I received a standard rejection email that appeared to be a template, with key fields (including names) left blank. Given the level of effort required throughout the process, this came across as impersonal and dismissive. Overall, while the process was organized, it felt disproportionately long and demanding for the nature of the role.