The interview process included the usual questions asked to demonstrate a candidate's qualifications. The interviewers asked questions about past situations and how I handled them, rather than questions about what I would do / how I would handle a scenario for them and their clients. While the questions they asked weren't bad, they didn't really allow me to demonstrate the value I could provide. I had my in-person interview two weeks after the phone screen. I emailed Trupp one week after my interview to inquire about the status of the position. I didn't receive a reply so I emailed them again four days later. I finally received a call the next day, which was two weeks after my in-person interview, indicating that they were moving forward with another candidate. I understand that they probably wanted a signed offer letter in hand before letting the other candidates know they weren't receiving offers, but a quick email reply letting candidates know they were still deciding would have been nice. For a company that sells HR services and products, and is the consulting business, I expect them to understand the importance of a good candidate (or employee) experience. The tone you set during the recruiting process can go a long way towards having a fruitful and rewarding employee - employer relationship.