I applied online. The process took 2 months. I interviewed at SEGA of America (Irvine, CA) in Sept 2023
Interview
- After investing two months and going through four stages of interviews with multiple team members, I was summoned for a final in-person evaluation. - The meeting was a resounding success; everyone concurred that I was the perfect fit for the role, meeting all the criteria from technical know-how to interpersonal skills, and even meshing well with the company culture. - A verbal offer was extended to me, and after displaying my eagerness, I took a customary few days to carefully consider it. - Subsequently, I submitted a counter-proposal to the company. - Silence followed for a week. When I initiated a follow-up, I was told that "further deliberations are ongoing," but they also reassured me that they were only negotiating with me at the time. I reciprocated this level of commitment, in line with ethical workplace behavior. - During the ensuing weeks, I got 2-3 messages maintaining the status quo: "no news as of yet." - Eventually, close to three weeks later, I was informed via email that the higher-ups had decided to promote someone internally and reclassified the job title to "Associate XXX."
I applied online. The process took 2 months. I interviewed at SEGA of America
Interview
A very long drawn out process. Three interviews with 5 different people over the course of two and a half months. It's draining on the applicant especially when presented with inconsistent feedback from the recruiter. Just don't get your hopes up because in the end you may feel as though you have wasted a lot of time if you don't get the job offer. Everyone was friendly and nice overall, but the company doesn't seem welcome much diversity.
Pretty standard. Completely new position. They were super open about some of the challenges that might come with the position, especially regarding executives who might not be on board. This was basically a position that the person would be creating from scratch.
Interview questions [1]
Question 1
How would I handle executives who don't see the need for this position/work?