This was the most interesting interview process I have ever been part of. It was too many steps and so much work. I continued through the process because the people I initially met with were great and made the company and job seem like a really desirable place to work. The interview process consisted of a HR phone interview, 1-on-1 hiring manager interview, take home assignment, mock demo to a panel of 5 employees (CFO, CCO, managers) and then 1-on 1 interviews with the panel. It was challenging to give this much time, while also working full time at my current job but again things seemed great. After what I assumed was the final interview, a last minute interview was added with the CEO. After hours of projects and interviews with executives and managers, I assumed this would be more conversational since it was last minute and I had to squeeze it in. Wow, was I wrong. I was so caught off guard by how he was grilling me on things that I had already talked in depth to everyone else about plus only having 30 minutes, I did not have adequate time to explain and answer his rapid fire of questions. I left the meeting knowing I would not get an offer and surprisingly wasn’t sad even though up until that interview I really wanted the job. If a CEO doesn’t trust his executives enough to vet candidates, I can’t imagine what it is like to work under him. I had such wonderful, meaningful conversations with all the other interviewers and I felt like they really had a chance to get to know me and my accomplishments and the interview with the CEO was the complete opposite. Employees seem wonderful but after meeting the CEO, I was totally fine not getting an offer. Not the culture I am looking for.

The interview process began with a 20-minute introductory call with the Talent Acquisition & Development Manager. It was a conversational screen to learn more about my background, motivation for applying, and overall fit for Swiftly’s mission and culture. The next round was a 30-minute Zoom interview with the Manager of Account Management, which was more in-depth and focused on sales strategy, quota performance, and how I approach customer success. After that, shortlisted candidates are invited to complete a take-home assignment (a mock account strategy scenario) followed by a multi-round virtual onsite that includes a mock demo and one-on-one discussions with senior team members and the leadership team.