I was contacted by a recruiter on LinkedIn and proceeded to a phone interview. Afterward, I completed a mock email exercise addressed to the Head of Sales, followed by an AI-driven Q&A interview. Next, I had an interview with the Head of Sales, which led to an in-person presentation at their office (yes, in 2024). This presentation was attended by the Head of Sales and the only other Account Executive. The presentation went well, and they discussed starting the process for an offer letter. However, after repeatedly following up for 2–3 weeks, I was ghosted, only to eventually receive a rejection letter. The irony of this situation was hard to miss, given that the company is selling an HR-related product but conducted its own hiring process in such a fashion

As a candidate interviewing for the Account Executive role at Thrive, the process begins with an initial phone screening where I was able to discuss my background and understand the role in more detail. This was followed by an in-depth interview where I was asked about my sales strategies and given the opportunity to showcase my problem-solving abilities through scenario-based questions. In the final stage, I was asked to present a sales pitch, allowing me to demonstrate my communication skills and approach to client management, while receiving feedback directly from the hiring team.