The interview stages were stack like this: HR + Peer + Panel + Line Manager + Product + Global Head. I was advanced in 3 other processes when I first interviewed at Anaplan. Mark Wilkins from HR went above and beyond to fast-track the process (compacting it in record time), coordinating senior stakeholders and keeping high transparency. At all times, I knew where I was in the process, I knew what to expect from the next stage, the feedback of every iteration was clear, and it was a great way to experience the Anaplan culture. Alignment with the mission, Mark's treatment and my Line Manager's ethos (unmatched experience, charisma and industry knowledge) were the items that made me reject 2 offers (one in Portugal and the other was 20% more money in the UK) to join Anaplan in the UK.

Personable makes all the difference. REALLY reading one’s resume too. I was approached by Tracy H – Anaplan recruiter – who was determined that we are a good fit. After a few “thank you; I’m not actively looking,” I gave in and listened. Researched the company too. And it is everything she said. And more. Fed up with recruiters’ cold calls for positions I’m neither interested in nor qualified for, this was a refreshing surprise. Tracy was warm, kind, and proactive – qualities one rarely finds in a recruiter. While the process is somewhat lengthy, updates are timely, relevant, and there’s a keen effort invested in building long term relationships. Better yet, I’m not part of “a hole looking for a peg” process, but it’s rather a process of finding out together “are you a good fit for us? are we a good fit for you?”