The interview process is extensive, to say the least. The initial application is already quite long, and they follow-up with an additional questionnaire where you answer a handful of written questions + submit a recorded video. After that, there is a 30-min interview with someone from HR and one or two team members. After the first interview, they send you a relatively elaborate take-home project to be completed within two days. Feedback is not provided. If they decide to move forward with you, you’re then required to complete a competency test, a self-evaluation questionnaire, and five personality tests. Next, they provide an additional questionnaire that allows you to ask questions. During this portion, they request that you watch a documentary about Pastor Steven Furtick that is, if I recall correctly, about an hour and a half long. To anybody interviewing at this organization, I’d strongly recommend that you take advantage of this step in the process. If you are asking questions sincerely, they will be pretty transparent with you. However, they definitely communicate in “Christianese,” so you do have to read between the lines a bit. If you are at all familiar with church culture, you should be able to pick up what they are putting down. I personally asked about how their leadership is structured, work/life balance, serving expectations, and tithing expectations. The next interview is four and a half hours long, and requires you to complete an additional project within two days. The interview consists of an hour long staffing interview, an hour long technical interview (where you present the second project you completed), then there’s a break for an hour and a half. It wraps up with an hour long “meet the team” interview where you get to connect with the people you’d be working with directly. After I was informed that a second project would be required, in addition to the lengthy interview, I decided to withdraw my candidacy. Throughout this process, I got the impression that Elevation Church didn’t actually want me to join their team. It seemed like this interview process was orchestrated to deliberately “weed out” people that aren’t going to abandon themselves for the sake of the job. It was being verbally communicated to me that they valued my time, but the interview process did not reflect that sentiment. The HR people coordinating my interviews made a genuine effort to accommodate me where they could, which I appreciated, but the process itself is just asking too much of candidates. Especially considering that at this point in the process, I had not even been provided a range for the salary being offered for this position. If they are open to feedback, my suggestions would be to move the staffing interview and the “meet the team” interview up to be the next steps after the initial interview. Cut out the projects completely — a portfolio should be sufficient for a candidate to demonstrate their competency. Lastly, leave the personality tests to be completed during onboarding. I would have enjoyed this process a lot more if the focus had been on getting to know the team, and having the team get to know me, rather than filling out a bunch of forms and questionnaires.