The interview process was pretty alright, asked pretty basic behavioural questions, nothing too much of a rocket science. But please remember to be polite and respectful to increase your chances of receiving the offer.

I was first contacted by a manager via LinkedIn, then asked to do a phone interview (same day). The manager seemed nice, but definitely in a hurry and needing to fill positions. My first red flag was when they said they would need the position to start the following Monday and would discuss monetary compensation after some personality/competency exams were taken. He also mentioned that 85% of the people who take this exam have failed (2nd red flag- more on this later)... He then sent me the link to apply to the position (which was not working due to some issue). I was contacted a few days later by a different recruiter for the same team, this was the 3rd red flag for me since it seems like their hiring department and management does not communicate effectively and they don't know what candidates they are contacting. Despite these red flags, I took the exams any way and I can see now why most people fail it. You have 15 minutes for the personality assessment that asks very easy questions, but keeping in mind that it is a sales role you may have to answer questions differently than you would if you were 100% honest. For example, one of the questions was "do you always get what you want?"... no, nobody in life ever gets 100% of what they want but if you're applying for a sales role they want to know you're going to fight to get the deal. The second portion of the assessment is cognitive. They asked questions similar to the ones you would see on a standardized test. The questions range from math, syntax, or vocabulary. I found that 15 minutes was too little time to complete this test, especially since you cannot use a calculator (per the email) and some percentage calculations take more than 30 seconds to solve. The entire time I was taking this exam I thought, does this really measure aptitude? It feels like yet another hoop a potential employee has to go through that is irrelevant to the position. Why not asked behavioral/situation based questions to gauge problem solving abilities? This is classic lazy company recruitment tactics and I hope it changes in the future. If I do end up getting an offer I will likely decline.