Manager of Sales recruiting reached out earlier in 2022, wasn't interested at the time. Half a year later when I was looking for a new role, reached back out and scheduled the first round. First round screening was standard questions, and though I get that these recruiters do so many of them, I would appreciate a little more connection from a candidate perspective to feel like I could potentially be a culture fit instead of just asking questions to check off boxes. They asked if I had experience with large accounts and looking for a senior player with experience in specific expansion roles, which I did. Not sure if just sales but they do not encourage remote roles if allow them at all, you have to be in the office/located in the city of one of their offices. This is where my experience was negative. At the end of the call I forgot to ask for salary expectations/ranges, which I believe is a no brainer for me for all first round recruiter calls. I messaged via LI back, and the recruiter said that each hire is evaluated by their comp team upon making a potential offer. They would level out each individual and would only talk from a compensation standpoint if things progress. I am a firm believer that this should not be the practice, as what if I make it to the offer stage and your salary expectations is way below mine or vice-versa? Wouldn't that just be a huge waste of 4/5 weeks and multiple rounds of interviews? Not a fan. I didn't end up making the second round anyway since they were looking for someone older (I am pretty young for the EAE role, but would say I am qualified), so it clearly wasn't a fit end of the day. My only suggestion is for the recruiting process to clear as day with salary on the very first call.

Long interview process and challenging. went through approx 8 steps - recruiter, hiring manager (2x), regional director, VP, panel presentation (RD, VP and hiring manager), another VP, and Sr Director. The panel is challenging. My recommendation is to take it seriously and ask for help. Do the proper prep work that you would for a real customer. Do actual discovery and don’t just show up/throw up. Recruiter mentioned there were two other candidates that made it to panel who washed out.