I didn't get to the interview process but would like to address the (rather stupid) application process. I applied via LinkedIn and received an email asking me to complete an "assessment" to "compare me to top performers on the SDR team." I was expecting performance-based or personality-based questions; instead, I was asked "What is the best day of your life?" "Where would you like to vacation?" "What are your short and long-term goals?" The last question felt valid, but the other two felt incredibly irrelevant. Regardless, I answered all of the questions as best as I could and with as much detail as possible. The next day I got a rejection email due to the assessment. I'm not sure how asking what the best day of my life was or asking about my vacation plans aligns with how I'd perform on an SDR team, but clearly they didn't like my answers. Guess this company just isn't a fan of Canada.

The interview was fine, I wasn't really asked many questions about my work experience....it was mostly the interviewer explaining the product, even though I made it clear from the outset that I was familiar with it. I wasn't going to write this review, but it bothered me a lot that the interviewer did not have the decency/courtesy to communicate with me directly about choosing not to move forward with me. I even sent a thank you email directly to him the day after the interview. Instead, he only communicated with the recruiter I was working with. This might be common/just "how things are done" (this was my first time ever working with a headhunter type individual), but I nonetheless found it very rude, and it rubbed me the wrong way. Also, as an aside, the more I thought about the product, the more concerns I had. It was a red flag to me that they specifically focus on large franchises paying minimum wage (or slightly above minimum wage). Isn't an obvious way to reduce turnover in those roles to pay people better, give them more benefits, and treat them well? Why make it easier for these companies to retain people who will put up with poor pay and working conditions? It seems like the latter is essentially what Sprockets/this technology is doing, by focusing on these types of employers. I promise I am not just saying this because I did not receive an offer- I had these concerns after the interview, and accepted a different offer right before hearing from the recruiter. If you care about workers' rights/dignity, I'd at least be somewhat critical of what this company is doing, even if their intentions were originally in the right place.