First I was contacted via LinkedIn by a Burlington Talent Acquisition Specialist. I did not solicit for the position, someone found me online and contacted me cold, which was strange but also gratifying. Once I agreed to an initial interview, there were three rounds. First a phone interview/screening with the Talent Acquisition team. In this interview the TA specialist asked me very general questions, like: "What is your work style?", "How do you collaborate with peers?", and "Tell me about one difficult situation you had to resolve in the past." I got a follow-up email from the TA specialist the next day to schedule a face-to-face interview with the manager of Learning and Development. This interview was by far the most intense. The manager of L&D asked me a wide range of questions specifically around instructional design, technical capacity, and adult learning theory. This also included a brief presentation of a sample of work. Finally, I was scheduled for a face-to-face with the VP of Learning and Organizational Development and a Senior VP of Human Resources. These interviews were more geared toward judging personality and communication skills, as well as laying out Burlington culture and values to gauge whether or not I would be a good fit in the team and vice versa. This was followed with an offer and a negotiation of salary. Grand total the process took about one month.
