Candidatei-me online. Fui entrevistado pela Swiftly em out. de 2025
Entrevista
The interview process began with a 20-minute introductory call with the Talent Acquisition & Development Manager. It was a conversational screen to learn more about my background, motivation for applying, and overall fit for Swiftly’s mission and culture. The next round was a 30-minute Zoom interview with the Manager of Account Management, which was more in-depth and focused on sales strategy, quota performance, and how I approach customer success. After that, shortlisted candidates are invited to complete a take-home assignment (a mock account strategy scenario) followed by a multi-round virtual onsite that includes a mock demo and one-on-one discussions with senior team members and the leadership team.
Perguntas de entrevista [1]
Pergunta 1
From the HR:
What attracted you to Swiftly and this role in particular?
Can you tell me about an upsell or cross-sell you’re most proud of?
What was your quota and performance like in your previous roles?
What’s your expected timeline and compensation range?
From the Manager of Account Management:
How do you build and use success plans with your customers?
Can you walk me through how you prioritize your book of business?
Tell me about an upsell you lost and what you learned from it.
What’s your approach to building relationships when there’s a change in decision-makers?
How do you learn a new industry quickly?
What does your procurement experience look like?
Candidatei-me online. Fui entrevistado pela Swiftly em jan. de 2026
Entrevista
This was the most interesting interview process I have ever been part of. It was too many steps and so much work. I continued through the process because the people I initially met with were great and made the company and job seem like a really desirable place to work.
The interview process consisted of a HR phone interview, 1-on-1 hiring manager interview, take home assignment, mock demo to a panel of 5 employees (CFO, CCO, managers) and then 1-on 1 interviews with the panel. It was challenging to give this much time, while also working full time at my current job but again things seemed great. After what I assumed was the final interview, a last minute interview was added with the CEO. After hours of projects and interviews with executives and managers, I assumed this would be more conversational since it was last minute and I had to squeeze it in. Wow, was I wrong. I was so caught off guard by how he was grilling me on things that I had already talked in depth to everyone else about plus only having 30 minutes, I did not have adequate time to explain and answer his rapid fire of questions.
I left the meeting knowing I would not get an offer and surprisingly wasn’t sad even though up until that interview I really wanted the job. If a CEO doesn’t trust his executives enough to vet candidates, I can’t imagine what it is like to work under him. I had such wonderful, meaningful conversations with all the other interviewers and I felt like they really had a chance to get to know me and my accomplishments and the interview with the CEO was the complete opposite. Employees seem wonderful but after meeting the CEO, I was totally fine not getting an offer. Not the culture I am looking for.