Jack Friedman Interview

A reminder to Jack Friedman and every person currently going through interviews. Interviews are a two way system in that the company interviews you to determine if you are a suitable candidate for their position, and you interview and engage with them to ascertain whether you want to actually work there. You (interviewees) do not lack autonomy in the least in this process and interviewers need to be cognizant of that and behave accordingly. With that being said, here is my experience for future interviewees reference;

Coming from a family that is a tremendous Jack Friedman/Brown's fan, and personally always wanting to be employed by one of them, I was delighted to have secured an interview with Jack Friedman. I was interviewed by Ashley the Talent Acquisition Manager who is very dedicated and quite masterful at what she does. She extracts information from you while engaging with you almost on a personal level that effectively makes you feel like you are not actually being interviewed.

The second interviewer is a women known to me as Marina, who leaves a lot to be desired for. I definitely advise candidates to somehow avoid being interviewed by her or pray that she is having a better day than today. If you have the misfortune like me of being interviewed by her, here are some first-hand tips in navigating around Marina.

1. DO NOT try asking how employees get recognition or rewarded for outstanding work: the answer is "just get paid" (insert with a curt tone of voice, a dismissive shrug and unimpressed facial expression coupled with defensive body language.)

2. Don't try and establish how competitive and fast paced the environment truly is; (explanation herein stated below)

3. Don't DARE ask about staff retention to determine how demanding the job is even though it's what you thrive in,

4. Don't EVER ask how many positions are available, even though I only asked so that I could refer other excellent candidates to apply and advertise for them because I actually loved the company.

Engaging in point 1 to 4 will result in Marina unexpectedly becoming highly patronizing, defensive and rude. She will tell you in not so many kind words that you are invasive, invading the company's privacy which you are not in; that she will no longer answer your questions hereon; that you have no business asking questions that is outside the scope of the position that what you are applying for. Now, had I not previously been an attorney and worked extensively with labour/ company disputes I would actually have believed her. Please do not believe that, but I digress.

Marina would prefer you to ask, inter alia, the following, (even though we are constantly taught not to bring it up in interviews unless the interviewer does) These are her words verbatim on what you should be asking:

A. How much will I get paid? B. What is the commission/ salary structure?

I'm aware that some might think that I am disgruntled that I didnt get this job or that it didn't go well. I can confirm this is untrue. I have had years of rejection and my share of success. I take both in my stride and this is the first time I have ever written a negative review in all my years.

So my advice is not to show enthusiasm in the actual company and ask questions that you already know about your position. And you probably will already know alot because we live in the 21st century with the internet providing a wealth of information pertaining to our position provided by employees already.

Good luck to all candidates. I have voiced my annoyance with the interviewer to HR and trust due training will be provided to her or at the very least, I am hopeful that candidates will know what to expect and avoid her no-go areas of conversation to secure your success.

I think what she is attempting to portray as 'robust and straightforward' has been unfortunately received as rude and dismissive by myself and those around me listening in to the interview.