Honestly this was one of the most bizarre interviews I've ever participated in as the process seemed geared for an inexperienced college grad fresh into the workforce and I was an experienced mid-career professional. I hope this feedback helps someone else to better prepare for a panel interview that is done via the web. The full process took about 2 hours in total. I was contacted via linked-in by a recruiter and had 2 call screens prior to moving to the virtual panel interview. The phone interviews were easy and mostly used as a screening to vet my experience and so forth, standard easy stuff. The first video interview was with what a believe was a front line manager who was on the sales floor. This person was the most personable out of the bunch and came off as a down to earth person. He asked typical STAR questions, talked about his background, and let me ask questions. I noticed that the sales floor was pretty empty and I watched a guy kick around a hacky sack in the background throughout my whole interview time with the manager. I asked questions about the position that he couldn't answer such as sales methodologies used, where do leads come from (SDR? Self Sourced? Marketing Campaigns? Website?) and I couldn't get answers to any of them, this was a red flag. The two questions that stood out to me where: How would you assess the intelligence of an applicant if you were interviewing them for a position? (odd that you would ask an AE candidate this, but I told him I'd have candidates take the Wonderlic to gauge their intelligence and problem solving skills). What did you enjoy most about college? Second interview was with a more senior manager in a huddle room. She asked more questions about my background and spent most of the time talking about herself and her previous accomplishments. She couldn't answer any of the questions that their frontline leader couldn't as well which stood out as another red flag to me. She was certainly more inquisitive than the floor manager but she wasn't difficult in her questioning. The third interviewer was a gentleman who was the most senior ranking of all interviewers. He had me walk him through my linkedin profile and then asked me to explain everything I did from high school graduation up until present. He also asked about my college GPA. Honestly, I felt as though he didn't want to be there interviewing me and as if I was wasting his time. He was the final interviewer I met with and we spoke for about 15 minutes or so. The next day I received an email asking me to fill out a survey about the interview process. About two weeks later HR called me and let me know I will not be receiving an offer. This was a cool touch because typically that is done via an email, I imagine I could have asked for feedback but I didn't really care at that point as I was negotiating another offer. I try to find a silver lining in almost everything but I honestly felt like this was a waste of my time. I didn't learn much about the position because nobody could offer specific details, they were mostly focused on what I did in college opposed to what I did to be a top performer with my current employer at that time. What I can tell you is I later interviewed with two much larger and established SaaS players and their interviews were less awkward than this. This may not be a bad place for someone fresh out of college looking for a start but for an experienced SaaS sales professional you may want to look elsewhere. I was fortunate enough to join the Ohana a few weeks later so everything worked out for me in the end.

The interview process is conversational and centered on past experience rather than hypothetical or purely interest-based questions. Interviewers prioritize real-world examples, probing into specific projects, decisions, and outcomes to assess practical skills, problem-solving ability, and impact.