equimedia SEO Strategist Interview Questions

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SEO Strategist Interview

14 Jul 2025

Anonymous interview candidate

No offer

Negative experience

Difficult interview

Application

I applied through a recruiter. I interviewed at equimedia in Jul 2025

Interview

Before the interview, I was asked to complete a Thrive psychometric test. An unnecessary step and not inclusive of neurodivergent candidates like me, a concern that is widely recognised when it comes to these types of tests. The results were then presented to me for the first time at the start of the in-person interview, which created an awkward atmosphere from the outset because I was asked to explain my “weaknesses”. During the interview, one of the panel members repeatedly checked his phone and therefore didn’t pay attention. He asked me the same questions multiple times, showing that my concern was true and he wasn’t listening to my earlier answers. His demeanour also came across as somewhat arrogant. Overall, it felt as though they were looking for very specific responses, with little openness to new ideas or alternative approaches. From the very first slide of my presentation, they appeared disinterested and seemed intent on catching me out. I repeatedly explained that I would address their questions in later slides, but this was met with impatience. While some of the other interviewers were friendlier, the experience as a whole was uncomfortable. I’m normally comfortable communicating with clients and stakeholders (with them I rarely feel uncomfortable), but in this situation I felt almost set up to fail. There was a lack of respect and openness throughout the process, especially from senior leadership. This experience mirrors some of the other reviews about this company’s leadership team. I should’ve paid more attention to Glassdoor before taking time off work for this interview.

Interview questions [1]

Question 1

They asked this many times: What strategies would you use to boost AI visibility?

Answer question

equimedia response

10mo

Our recruitment process is structured to allow for neurodivergence as we recognise the value of recruiting all types of people to join our team. We do ask all applicants to complete Thrive aptitude and psychometric tests. The aptitude tests are relevant to the role and in this case are Verbal Reasoning, Numerical Reasoning and Logical Thinking tasks. The Psychometric questions assess the persons personality traits against traits we see as important for the role such as 'conscientiousness', 'enthusiasm' or 'inquisitiveness' to name 3 possible traits. This assessment is only one part of our recruitment process. We hold a short video call initial interview and then if we think the candidate is a good fit we ask them to complete the Thrive tests. Finally, if the Thrive tests results are positive, we ask candidates to a second face to face interview. Our interviewing structure follows guidance from https://adhdaptive.org/2024/12/15/neurodiversity-in-hiring/ In preparation for the second interview we ask all candidates to complete a task relevant to the job role, which we ask them to present in the interview. For this role we used this as a way to assess presentation and communication skills, as well as SEO knowledge, as the role requires someone comfortable communicating in that way with clients. We also ask a set of questions that are common to all candidates, with a few additional questions prompted by the Thrive tests. At no point do we ask anyone to "explain their weaknesses" as we don't see attributes highlighted by the Thrive tests as weaknesses - just differences. We try and put all candidates at their ease and may ask the same question more than once, in different ways if we think they may have more to say. This is to help them represent themselves effectively. We always have 2 or three people in the interview, so any hire is not just one person's decision. Interviewing candidates takes time and is a significant investment for the business so at no time do we approach it with the attitude that we will "set them up to fail". We are sorry that this candidate was not judged to be the right fit for the role, but we firmly believe it is important to employ the right person, for their sake, and the sake of the business. We wish this person every success in the hunt for the right role for them.

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