Capital One Director interview questions

Contacted by phone by hiring manager for initial screening, then HR contacted for a full-on interview. Went to McLean for a day for a full day of interviews by peers and potential managers. Followed up rather quickly. For the most part, the interview consisted of a behaviourial assessment, skills assessment and some case-study work. Be sure to study up on math-based case studies - Capital One has a consulting mindset - they are looking for people who would be best at McKinsey, Bain, Booz or BCG.

Had a great phone screen with an HR recruiter. I got a little nervous when they asked what my GRE score was - I am way past standardized test scores in my career! The recruiter went painstaking through the process: first, a personality test. Based upon the outcome of the personality test, two additional assessments - one quantitative and one verbal reasoning. After success on all three tests, then - and only then - would you proceed for an interview. The explanation of the process took 15 minutes. For the personality test, he stressed that I should answer honestly instead of what the socially correct answer may be. I took the personality test on-line that night. The test is a basic Likert scale survey; they specifically ask you to answer "neutral" only a few times. Several questions were on empathy ("I always put the feelings of others before my own"), leadership ("I always take charge when roles are ambiguous"), and negotiating ("I always win when I negotiate"), and self-confidence ("I believe I am in the top 5% in executive ability") among others. Like a typical Likert survey, the questions are repeated with slight word changes to check responses. Suffice to say - I did not pass the personality test. Ha! I asked the recruiter for feedback. He said, "I don't see anything, I just get an e-mail that tells me you did not pass." If this is not a red flag for anyone applying to this company, I don't know what would be. It seems like a good company to work for, but I strongly believe that there are signals that both company and applicant provide in an interview that should not be ignored. Capital One gives off a bureaucratic, process-driven vibe that can be off-putting to even the most seasoned large company employee. They may get too many applications which then requires them to create a gauntlet of tests to filter people out. I'm sure they believe it serves them well, but how many great candidates do they pass up every year because of "agree" responses instead of "strongly agree." The problem is, it's impossible to test, so they can continue to take comfort in this "scientific" approach.