Congratulations on progressing to the next stage!
This page will assist you in preparing for your interview with us. Here’s what we’re looking for:
- Strong examples/data points around our purpose, values, and leadership ethos during your interviews.
- Passion/interest from candidates around our company/services.
The result of our passion is consistently delivering world class customer service.
We live and breathe customer experience. The result of our passion is consistently driving world-class customer service, shown through our high NPS scores (+92 vs industry avg. of +50) and our No. 1 ranking for Customer Experience at the World Communications Awards.We use NPS to measure and improve our customer experience every day.
Learn all about NPS by watching the videos below:
What is NPS - Video
Personal Accountable Customer Service - Macquarie Cloud Services
We are big on rewards and recognition.
We’re all for rewarding great work, and we have 5 company-wide programs to show it:
For the top 10% performers, we award a Macquarie Club membership.
Providing personal accountable service is at the heart of everything we do.
We know reaching targets is tough, so we award these trips every six months for our top sales performers.
We recognise people who’ve been with us for 5, 10 and 15 years in company meetings and annual dinners.
Recognition and professional development program for senior engineers.
Our Values define our Culture.
We are different to most companies. You wont find our values written on the walls. Instead, we live and breathe them daily and they are something we are deeply passionate about. We review the demonstration of these values on a half yearly basis as part of our performance reviews and we regularly reward those that live our values through our many recognition programs.
Our Leadership Ethos.
At MCS we live by the guiding principle that “Culture beats strategy” - Thomas W. Lloyd. We know that the quality of our Leaders will have the biggest impact on the engagement of our people, the results for our customers and our overall business performance. That’s why we hire Leaders that are aligned with and live by our leadership ethos every single day.
The Ideal team Player.
At MCS we subscribe to the ‘Ideal team player model’ by Patrick Lencioni.
Our ideal team players possess 3 key attributes. They are Hungry, humble and smart. What makes humble, hungry and smart powerful and unique is not the individual attributes themselves, but rather the required combination of all three. If even one is missing in a team member, teamwork becomes significantly more difficult, and sometimes not possible at all.
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Humble.
Ideal team players are humble. They lack excessive ego or concerns about status. Humble people are quick to point out the contributions of others and slow to seek attention for their own. They share credit, emphasize team over self and define success collectively rather than individually.
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Hungry.
Ideal team players are hungry. They are always looking for more. More things to do. More to learn. More responsibility to take on. Hungry people almost never have to be pushed by a manager to work harder because they are self-motivated and diligent. They are constantly thinking about the next step and the next opportunity.
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Smart.
Contrary to what you may think, this is not about IQ. This is about EQ. Ideal team players are smart. They have common sense about people. Smart people tend to know what is happening in a group situation and how to deal with others in the most effective way. They have good judgment and intuition around the subtleties of group dynamics and the impact of their words and actions.
Preparing for your interview.
We want you to have the best chance of joining our team. The points below will help you to understand what we are looking for during the interview and how you can best prepare.
Things you should know.
Here are some of our frequently asked questions.
At MCS we use Behavioural based interviewing, also known as ‘competency-based interviewing’ to assess a candidates fit for a role. That is, we assess a candidate’s ability to meet the job requirements based on their previous experience.
Here are some examples of behavioural based questions:
- Tell me about a time when you got results even though some major external factors shifted on you
- Tell me about a time where you resolved a difficult situation with a client or vendor?
- Tell me about a time you made a mistake that affected a customer. How did you resolve the problem?
When answering a behavioural based question, you want to create an easy-to-follow story with a clear conflict and resolution. Choose an appropriate example from your experience and use the STAR formula to keep your story on track:
- Situation – where, when, and context of your example, eg, “In my previous role as Architect, my team was facing a significant backlog of work which was causing stress for my team and affecting morale”
- Task – the task or problem to be solved, eg, ” As a team leader, it was my role to not only ensure my team met our deadlines, but also to communicate bandwidth to other departments and keep my team motivated”
- Action – how you solved the problem, fulfilled the task or handled the situation. What did you do and how did you do it? eg, “I set up a formal creative request process including project timeline estimates to set better expectations. I scheduled weekly meetings with account managers to discuss my team’s bandwidth and share progress updates.”
- Result – the outcome achieved as result of your action/s? Quantify the result. eg, ” By providing more transparency into my team’s processes and setting better expectations with the account managers, we were able to re-prioritise the design team’s to-do list and complete everything in our backlog. The following quarter, we shortened our average project timeline by two days.”
Spend approximately 80% of your time talking about your actions, as this offers the most convincing evidence of your skills.
- Practice using the STAR method to answer the behavioural-based interview questions listed above, incorporating examples against our values and leadership ethos
- Ensure each answer has a beginning, middle, and end. Describe the situation or problem, the actions you took, and the outcome.
- Prepare short descriptions of a handful of different situations and be ready to answer follow-up questions with greater detail. Select examples that highlight your unique skills.
- Have specific examples that showcase your experience, and demonstrate that you’ve taken risks, succeeded, failed and grown in the process.
- Specifics are key; avoid generalizations. Give a detailed account of one situation for each question you answer, and use data or metrics to support your example.
- Be forthcoming and straightforward. Don’t embellish or omit parts of the story
- Do your research and prepare questions in advance – remember this is as much your opportunity to interview us!
- Check in: Arrive 15 minutes early and check in for your interview with reception.
- Location: Detailed instructions will be sent to you via email.
- Dress code: We are in technology. We don’t expect you to dress in a full suit and tie but you should be dressed smartly.
- What to expect: Interviews will be a mixture of questions and discussions regarding your previous experience and challenges you’ve encountered. Be ready with detailed examples — concise, structured answers are ideal.
- Interviewers: Depending on the role, you will meet with anywhere from two to four team members. They will likely be a mix of managers, team members, key stakeholders from related teams.
- Resume or CV: Interviewers will have a copy, but feel free to bring one as well.
- Duration: Each interview session usually lasts from 30 minutes to an hour.
- Virtual Interviews: In some circumstances you will be invited to attend a virtual interview. Ensure that you are well prepared with a strong internet connection, are in a private well-lit space and your camera and mic are on.
We suggest that you check in with your recruiter immediately after the interview to debrief.