Domande di colloquio presso ServiceNow, Orlando

I went through the full interview process for a Customer Success role. I was referred internally and made it through to the final round after presenting a detailed deck and participating in several interviews. The process was well-structured, communication was consistent, and the team was engaged and thoughtful. Where things fell apart was in the final decision. The feedback I received was that some of my answers came across as “too rehearsed.” While I understand the need for authenticity and presence in an interview, I believe this judgment overlooked my actual track record: over six years in Customer Success, 97% CSAT maintained across a portfolio, team training experience, and a proven ability to communicate clearly and naturally with both customers and internal stakeholders. Ironically, I was hired at my last company after a shaky interview, and went on to outperform someone who nailed their interview but didn’t last a week in the actual role. Interviews are high-pressure environments, and not always reflective of how someone performs on the job, especially in customer-facing roles where preparation is often necessary. What stung more was knowing this company onboards in cohorts, provides mentoring, and has the infrastructure to help new hires ramp successfully. I wish that context had been considered, especially for a referred candidate who clearly has the experience and passion for the role. I’m still a fan of the company and its mission, but I walked away feeling like the process was weighted too heavily on performance in an artificial setting, not on long-term capability.

it was 3 round first being the behavioral, then the technical questions where you go over each of the aspects of code for frontend, another interview on how you would handle some cases prioritization and stuff.