How the hiring process works is you will receive a call from a recruiter then they set up a 30 min zoom call with a sales manager and the VP of that division and then you have to give a 30-40 deal review where you’ve had success. In total I did 2 zoom calls. I started working with Mikhal Wyatt who is AMAZING! I honestly feel that is an understatement. He was so transparent and communicative throughout the entire interview process. I did not get the first role I initially interviewed for but he really believed in me and passed my resume off to another colleague to see if I would be a good fit in that division. I thanked him for that because I can’t recall a time a recruiter has done anything for me like that before. For me that spoke volumes because it showed how invested they are in recognizing talent. I eventually landed a role there after a couple more rounds of interviews. Excited to add even more value to an already stellar company!

I had a recruiter screening for a DACH SMB Account Executive role. The call was framed as an exploratory conversation to understand my background, experience, and career goals. Very early in the discussion, however, it became clear that the recruiter had a fixed view of what constitutes a “valid” background for the role, strongly tied to a predefined SDR → MDR → AE progression post-studies. Despite outlining current quota ownership, direct closing responsibility, and measurable performance as an Account Executive, the conversation repeatedly focused on tenure and prescribed career paths rather than actual scope of responsibility or results. I also found the flow of the conversation difficult at times, with frequent interruptions that made it challenging to fully explain context or respond in a structured way. As the call progressed, it felt less like an exploratory discussion and more like a validation of an already-formed decision not to proceed. While I understand and respect that large organizations operate with strict leveling and career frameworks, clearer alignment upfront on non-negotiable experience requirements would have been helpful and would have saved time on both sides. DocuSign is clearly a strong company with a highly structured sales organization, but this particular candidate experience felt rigid and less open to non-linear or accelerated career paths than initially suggested.