The Most Untraditional Interview I’ve Ever Had — And Why I’m Grateful

Why Charter Connect’s Interview Process Is So Unique — and Why It Matters

One of the most unique aspects of working at Charter Connect is our extensive — and intentionally untraditional — interview process. If your initial interview goes well, you're invited to read two books: The Four Agreements by Don Miguel Ruiz and Leadership and Self-Deception by The Arbinger Institute. These aren’t just optional reading materials — they’re required to move forward.

Once you've read the books, you reach back out to schedule a second interview, which is entirely centered around your understanding of the content. And no — this isn’t the kind of interview you can “wing” by skimming a summary the night before. You’ll need to provide detailed reflections, describe scenarios from the books, and share how the concepts resonated with you personally. If you didn’t actually read the books, it will be obvious.

My Personal Experience

When I first encountered this process, I was honestly taken aback. “This is a big ask for a part-time job,” I remember thinking. But I really wanted the role, so I committed. What I didn’t expect was how transformative the reading would be — not just for the interview, but for me personally.

At the time, I was reentering the workforce after being a stay-at-home mom. As I read, I found myself taking notes — not because I had to, but because I was genuinely learning new ways to communicate, collaborate, and navigate conflict. These weren’t just theoretical concepts; they felt immediately applicable to both my personal life and the professional environment I hoped to join. By the time the second interview came around, I wasn’t just prepared — I was excited to talk about what I had learned.

The Bigger Picture

So why such an in-depth process?

The interview model at Charter Connect serves two purposes. First, it tests follow-through: Did you say you'd read the books — and actually follow through? That speaks to integrity and accountability. Second, it reveals mindset: Are you someone who’s curious, coachable, and growth-oriented? Can you engage in meaningful conversations with your future teammates?

That kind of culture isn’t common — but at Charter Connect, a simple shift in how we interview has made all the difference. We don’t hire people just to clock in and out. We hire people who are honest, loyal, and eager to grow — both individually and together.

And the impact? It’s tangible. This approach has shaped a work culture where people support each other, communicate openly, and truly want to be here. We're not just coworkers; we’re a community of people committed to helping each other strive for our best.

Why It Matters

If you're in a position to hire, it might be worth reflecting on your own process. Are you just filling seats? Or are you building a team of quality, difference-making individuals who will elevate your entire organization?

Let’s aim higher. Let’s challenge the status quo. Let’s change the way we hire — and, in doing so, create stronger teams, better workplaces, and a future we can all be proud of.