As you move further along the interview process with Greenhouse, you begin to see why they are so successful at helping others build amazing teams. Be prepared for a deep dive into your skills and personality. You will reflect on all aspects of your career. People management, sales strategy and culture will be covered. You will be tested by a team that is both fun, detailed and professional. The 4 hour in person interview flew by. It's clear that each member of the team is selected with great care. This is what every interview should be like!

Started with a standard recruiter screening, which overall was a positive experience. The recruiter asked thoughtful questions and laid out expectations of next steps clearly. Unfortunately she did not have a ton of insight into the team itself, and many of the questions I asked I was told would need to be answered by the Director of Sales Development. That was the only normal part of this process. From there, you go straight into an unpaid take-home assignment, without meeting a hiring manager, which is a first for me. The assignment itself is very basic, and vague in terms of direction, giving you the freedom to showcase your skills. It asks you to pick an area of improvement, why it's important to the business, and to develop a training material for your team. Unfortunately after submitting it goes into an unknown void where it is judged on unknown standards (because again, you haven't spoken to anyone on the actual SDR team who can share any insight into what the team is struggling with, focused on, etc) plus the inability to speak to your work. I was given a boiler plate rejection, when I asked for more feedback I was told my work didn't tie into adaptation and another area of training that was not part of the topic I chose, neither of which was part of the deliverables in the prompt. Overall a confusing and disappointing experience, as someone who has interviewed many managers I cannot comprehend asking candidates to blind submit an assignment without meeting them, seems like a bad use of both the company and candidate's time.