I did get an offer but then got my offer rescinded. Hoping to get some feedback soon but don't think I will. Screening/1st interview: Screening with the recruiter didn't happen because recruiter was on vacation so went straight to hiring manager. Chatted with hiring manager for about 40 minutes and we really got along. Spoke about my experience and goals and why i wanted to work for DocuSign. Hiring manager said she really liked me and pushed me through to next steps. Between interview 1 and 2, the recruiter i was working with had left the company. I was assigned another recruiter. The way he left was very odd. 2nd interview: Hour interview with hiring manager's peer. Super casual style. More of just chatting and discussing experience again and why DocuSign. Dived in a bit on sales style and customer service style. Also interviewer was super honest that there was many changes and looking for individuals that can roll with the changes. Discussed the positives and negatives of working for DocuSign. Mentioned how many original employees left (maybe should have been a redflag). Immediately was extended an offer and i was so ecstatic about it! I really wanted to work for Docusign. I verbally accepted. Following day was sent email summarizing the offer and working out start date. Was later told i would get official offer letter to sign the following day and it never happened. This is where the negative experience has left a bad impression about the company. I was informed that the head of the department wanted a chance to meet with me and just have a chat. No indication that this was another interview and very much implied this is just to welcome me. It however turned into an interview and a pressure style interview. 3rd Interview: Started off very casual and was getting to know each other. Then he started to ask me about my current experience. Lot of questions about difficult situation i've experience and how i worked through them. Then started grilling me with back to back questions about prospecting, qualifying for sales, how I negotiate, etc. It was similar questions to the previous interview but his tone and way he came across, i already knew he didn't like me. I asked him what his hesitation was and he said that he was concerned about location and the logistics of training me as well as saying that im not a hunter type. I wanted to point out that job posting advertised that remote work would be fine and hiring manager said remote work was fine. Additionally, hiring manager and her peer both mentioned that the role didn't require much hunting style since i would be working with existing customers. He ended the scheduled hour interview early (40 minutes) by saying he didn't have much time and needed to jump off to get to another meeting that was starting soon. I knew my chances was over right there. I follow up with recruiter about what head of department said and she reiterated that it was just location logistics and it shouldn't be a big issue. I responded that if it would ease the head of department's concern, i am willing to relocate. I genuinely wanted to work for Docusign so it wasn't an issue for me. Few days later, recruiter let me know that the team wanted to head in a different direction. Recruiter even said she was very sorry about this whole thing and didn't know what to make of it. I asked for feedback and she said the team didn't want to share with her. So interview started off great and ended poorly and i honestly feel so frustrated that i wasted so much time and effort. At least provide some constructive feedback to someone who genuinely wanted to work for the company. Even brutal feedback would be appreciated because i am willing to work on whatever skills im lacking. Trying to set aside my bias, there is definitely a misalignment of what the head of department is looking for and what hiring manager and her peer are looking for in employees. I personally found that the hiring manage and her peer aligned more to Docusign's company culture than the head of the department. Or this might mean a shift in company culture since a lot of original employees have left and references that there are many changes. If Docusign's sales approach is changing to more "hunter" style, make it known that that is what is needed in the AE role.

I had a recruiter screening for a DACH SMB Account Executive role. The call was framed as an exploratory conversation to understand my background, experience, and career goals. Very early in the discussion, however, it became clear that the recruiter had a fixed view of what constitutes a “valid” background for the role, strongly tied to a predefined SDR → MDR → AE progression post-studies. Despite outlining current quota ownership, direct closing responsibility, and measurable performance as an Account Executive, the conversation repeatedly focused on tenure and prescribed career paths rather than actual scope of responsibility or results. I also found the flow of the conversation difficult at times, with frequent interruptions that made it challenging to fully explain context or respond in a structured way. As the call progressed, it felt less like an exploratory discussion and more like a validation of an already-formed decision not to proceed. While I understand and respect that large organizations operate with strict leveling and career frameworks, clearer alignment upfront on non-negotiable experience requirements would have been helpful and would have saved time on both sides. DocuSign is clearly a strong company with a highly structured sales organization, but this particular candidate experience felt rigid and less open to non-linear or accelerated career paths than initially suggested.