The hiring process was extremely quick, which in hindsight should have been a red flag. For a role where you’re expected to build prospection from scratch, learn completely new sectors, and handle a large amount of recruitment (essentially doing a full TA role on your own), the interview process was surprisingly easy.
The first stage was with a TA who clearly didn’t fully understand the role and wasn’t able to explain it properly. Instead, the feedback felt very generic. Phrases like “you’ve done impressive work so far” sounded more like a scripted response than a real conversation. That first call is supposed to give you a clear scope of the role, but instead you’re simply pushed straight to the next stage. Honestly, all you need to do is speak clearly and know how to sell yourself.
What I would strongly advise future candidates is to challenge them during the interview. Ask very specific questions: what are the actual targets? What does a typical day look like as a BM? What tools are used to build and manage a pipeline? Be very precise, because otherwise you won’t get clear answers. They say you’ll be building your pipeline, but you should ask what tools you will use, because there doesn’t seem to be a proper CRM or structured system in place.
The later stages are just as easy. There’s no real challenge, no case study, and only very basic questions that anyone with limited sales experience could handle. It feels like they’re not really looking to assess candidates properly, which makes sense if the intention isn’t to retain people long term.
What’s also surprising is that engineering knowledge isn’t required, even though it seems to be central to the job itself. When performance becomes difficult because those skills take time to learn, the blame falls entirely on you.
Overall, make sure you ask the right questions during the process, because what is described in the job description and what you actually end up doing may not match at all.
