Candidatei-me por indicação de um funcionário. Fui entrevistado pela InsightSquared (Boston, MA) em jul. de 2017
Entrevista
A phone call with HR, describing fit and the role.
An intelligence test and personality test.
An on-site interview with 4 people: two managers, one BDR, and the director of people ops
Two phone calls with C levels
Overall it was a professional and fast process. (2-3 weeks) The interviewers were thoughtful and you can tell they really care about finding the right hire. They asked questions that were pretty straightforward...no curveballs really. That doesn't mean you can just come into the interview unprepared. Make sure your answers are concise, clear, and to-the-point.
Candidatei-me online. Fiz uma entrevista na empresa InsightSquared.
Entrevista
Phone call, then in office interview with 4 different people, 30 minutes each. Interviews were with a hiring manager, BDR team manager, a BDR rep and a shot caller from HR
Candidatei-me online. O processo levou 1 semana. Fui entrevistado pela InsightSquared (Boston, MA) em dez. de 2017
Entrevista
I had a phone intro that went well; the hiring manager seemed impressed with a couple of my questions.
I took a 30-question Wonderlic (logic/vocabulary/mental math) test and a personality test online.
I'm not trying to be arrogant but I'm confident I scored highly on the Wonderlic test based on the practice test I took. I only mention this because they halted the interview process solely based on my personality test. I could understand and appreciate using a personality test to operate better in the workplace and empathize with coworkers, but it feels weird to use it as a gatekeeper.
I find it unusual that there seems to be no gray area. I feel like personality is something you can easily determine from an in-person interview--salespeople *understand* people, after all. I wonder how many people they're missing out on by ensuring candidates fit a certain mold on this test.
Even if this practice typical, that doesn't make it reasonable.