FDJ UNITED interview questions

The process consisted of an initial phone screen followed by a first round video interview with a recruiter and a technical team member. The interview revealed a lack of basic preparation and respect for the candidate. The technical interviewer adopted a bizarre and arrogant "gotcha" approach. When explaining my workflow at a global payment processor, I mentioned using our company’s in-house developed web portal, the standard interface for the platform operations. After he used an unfamiliar term in his question, I clarified by referring to our actual tool as "the portal." His response was to condescendingly correct me, stating, “That’s what you call it,” as if my firsthand knowledge of my own company's systems was somehow invalid. This was not an attempt to understand, it was a deliberate tactic to belittle. This unprofessional tone seemed to embolden the recruiter. She demonstrated a clear lack of preparation by asking me to explain basic, clearly stated facts on my resume such as my career transition, which is the fundamental job of a recruiter to understand beforehand. The interview hit a peak of embarrassment when the recruiter attempting to ask a question, failed to realize the microphone was muted, requiring the technical interviewer to point it out visibly flustering them both. Following a generic rejection email, I was informed I would receive a separate email with detailed feedback. That email was never sent, completing a picture of a process lacking in accountability and follow-through. Advice to Management: This interview was a direct and profound contradiction to the company's stated values of "Accountability" (unprepared, missing feedback), "Collective Spirit" (antagonistic, uncoordinated interviewers), and "Passion to Succeed" (focused on belittlement over understanding excellence). The interviewers represented your brand poorly, displaying a combination of arrogance and incompetence that will actively repel qualified talent. I recommend immediate retraining for this hiring team on professional conduct, competency-based interviewing, and basic resume review.

C’est un entretien qui se fait en 3 étapes. J’ai entretenu avec un RH + future manager, puis avec l’équipe proche, puis avec ma future N+2. Ça s’est super bien passé et en 2 semaines j’avais déjà une réponse.