got laid off in March and Vanguard popped up for a senior content/comms role. i'm 4 weeks out from starting the loop. would really appreciate any data points people have on: how many rounds for non-tech roles (marketing, ops, comms) how behavioral-heavy is it relative to skills-based is the culture fit conversation formal or does it get woven into every round anything that caught you off guard
i've been interviewing at a bunch of places and Vanguard feels different in the best way but also kind of opaque. would help to know what to expect.
4 replies
recruiter_rita
non-tech loops there are typically 4 rounds: recruiter screen, hiring manager, peer panel (usually 2-3 people), and a final with a VP or director. the culture fit is not a separate round, it's embedded throughout. every interviewer is evaluating fit, not just the hiring manager. that's worth knowing going in.
veteran_vance
i went through a comms-adjacent loop there last year. the thing that caught me off guard was how much they wanted specific metrics and outcomes. i was used to framing work in terms of activities (campaigns launched, decks written) but they kept pushing "and what was the measurable result." prep your STAR stories with hard numbers wherever you can.
laidoff_lena
this is exactly what i needed. i've been prepping vague impact statements and this is a good kick to make them quantitative. thank you.
sam_recovering
Vanguard's pace was actually a relief for me honestly. no pressure to decide in 48 hours, real conversations, interviewers who seemed to have read my resume. if you're coming off a layoff and feeling burned out by the frantic startup loops, this might feel different in a good way.