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867 corporate trainer interview questions shared by candidates

Recruiter had a thorough scope of the position, the hiring manager, as well as salary requirements. We spent about 45 mins. talking about the job requirements and needs at a high level, the organization, my personal experience and finally, salary. Based on the follow-up emails from the recruiter and my agreement, the position and overall needs matching my personal experience seemed to be an excitable match. I was shifted onto the next waiting phase, which would consist of an online meeting via Skype with the hiring manager who was remote. Once this online meeting was organized, we were set for a specific date. The second round of the online interview process with the hiring manager was much more in-depth as we discussed and dissected the overall needs of the role, my current / prior experience and finally, coming to an agreement on meeting in-person once this hiring manager was in the local office. 1.5 weeks went by before finally receiving a final meeting confirmation as to whom I would be meeting with (CEO / COO / Hiring Manager) for my final in-person interview. All was set to go. On the day-before the in-person interview was to take place (early morning), the recruiter called me in the late afternoon and told me that the CEO and HR Dept. had informed him (which supposedly was a surprise to him) that the maximum salary for the position was 30K LESS than what he and I had discussed during our initial interview, despite him telling me after I told him my minimum salary requirements, "Perfect, you are right within the range, a little more than the minimum on our end, but certainly not exceeding the maximum". The salary maximum that Revel Systems was supposedly willing to offer, was completely out of scope for the job-requirements for a Corp. Trainer. I expressed that the pay-rate was more for an entry-level position within Technical Support, vs. a role that required a minimum of 5-8 years of delivering / content development / self-management / director type needs that Revel clearly is in need of for supporting a customer-internal base in the realm of Corporate Education. To have had the rug pulled from beneath my potential opportunity, to get back to work after having been out of work for 5 months, with plenty of experience as well as successfully going through the interview phases, was extremely disappointing to say the least. The recruiter made up excuse after excuse, blaming an inept management team, that "he swore he had the right job-salary requirements upon our earlier discussions". I kept my cool, thanked him for his time and wished them the best of luck in their continued search. Considering the odd circumstance,I would have expected and appreciated that the HR / CEO / Hiring Manager would have had the decency and professionalism to make the disappointing phone-call vs. the recruiter. All in all, it made me feel "cheap" and disposable having invested weeks and weeks of self-research about the company, the "culture", personal preparation of requested content for presentation and finally, the hope of landing a great job with a "good" company.
avatar

Corporate Trainer

Interviewed at Revel Systems

3.3★
Feb 17, 2015

Recruiter had a thorough scope of the position, the hiring manager, as well as salary requirements. We spent about 45 mins. talking about the job requirements and needs at a high level, the organization, my personal experience and finally, salary. Based on the follow-up emails from the recruiter and my agreement, the position and overall needs matching my personal experience seemed to be an excitable match. I was shifted onto the next waiting phase, which would consist of an online meeting via Skype with the hiring manager who was remote. Once this online meeting was organized, we were set for a specific date. The second round of the online interview process with the hiring manager was much more in-depth as we discussed and dissected the overall needs of the role, my current / prior experience and finally, coming to an agreement on meeting in-person once this hiring manager was in the local office. 1.5 weeks went by before finally receiving a final meeting confirmation as to whom I would be meeting with (CEO / COO / Hiring Manager) for my final in-person interview. All was set to go. On the day-before the in-person interview was to take place (early morning), the recruiter called me in the late afternoon and told me that the CEO and HR Dept. had informed him (which supposedly was a surprise to him) that the maximum salary for the position was 30K LESS than what he and I had discussed during our initial interview, despite him telling me after I told him my minimum salary requirements, "Perfect, you are right within the range, a little more than the minimum on our end, but certainly not exceeding the maximum". The salary maximum that Revel Systems was supposedly willing to offer, was completely out of scope for the job-requirements for a Corp. Trainer. I expressed that the pay-rate was more for an entry-level position within Technical Support, vs. a role that required a minimum of 5-8 years of delivering / content development / self-management / director type needs that Revel clearly is in need of for supporting a customer-internal base in the realm of Corporate Education. To have had the rug pulled from beneath my potential opportunity, to get back to work after having been out of work for 5 months, with plenty of experience as well as successfully going through the interview phases, was extremely disappointing to say the least. The recruiter made up excuse after excuse, blaming an inept management team, that "he swore he had the right job-salary requirements upon our earlier discussions". I kept my cool, thanked him for his time and wished them the best of luck in their continued search. Considering the odd circumstance,I would have expected and appreciated that the HR / CEO / Hiring Manager would have had the decency and professionalism to make the disappointing phone-call vs. the recruiter. All in all, it made me feel "cheap" and disposable having invested weeks and weeks of self-research about the company, the "culture", personal preparation of requested content for presentation and finally, the hope of landing a great job with a "good" company.

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