1 - Initial screening with SDR manager (Online 15 min slot but went over at 25)
2- Assessment day (Mine was online. Led by SDR manager and, in parts, a couple of senior SDRs)
3- Talent interview, online 30 mins
4- Head of Sales (in person)
5- CEO interview (online 30 mins)
A pretty long process (step-wise, not time because progression from one stage to the next can be quick) but from the beginning that is communicated.
The interviews are quite straightforward, some are harder than others.
Because Hook has such an emphasis on crafting their own standard of SDR (and then building an SDR to AE pipeline), they tend to perceive little sales knowledge as a good thing - that which actually goes untested (for the most part) in this process.
Don't expect a tonne of questions around the SDR role itself - they likely won't come up. Main focus is on soft skills & motivations (& how psychologically deep rooted they are!!!) - think: drive, grit, high standards internalised, and a level of certainty in that a move to sales is intentional and long term. Come prepared to talk about 'why Hook?' - high performance environment and clear path to progression are things they want to see you highlighting as desirable++ (critical even) when on your job search - then how Hook aligns.
Also, with regards to the assessment day (the stage which holds the most cuts I believe), focus on practicing curiosity; actively listen and ask great questions to gain the insight you need (in relation to the task). Also use your talk time (intro + and anything else) to display you're ability to communicate effectively. Effective communication is whatever suits you best - so hone in on your own style of course - but in this sense, also work to keep your pace steady, controlled and on the slower end. Bring energy but not feigned sales energy. Also good to show you can think on the spot without resting on knee-jerk cliches to underline what are meant to be quick 'creative' responses.
If you get to stage 4 my advice is be prepared hold your own and communicate effectively under pressure.
Becca from talent was the best - always kept me in the loop and offered help with navigating postponement of other offers, whilst waiting for a final round spot to become available (with the CEO completing the series B that week). Becca also gave me great insight before my later stage interviews. Also provided in-the-moment feedback during her talent round (no3) - found this so useful and I appreciated the transparency of this approach. Very refreshing.
My interview process timeline was longer than most bc of internal things, but I believe step-wise, that would be the same for all SDRs.