Paycom Customer Success Manager interview questions

The whole process took about 2 weeks. Phone screen - the recruiter was very lovely and was very informative. Everything went so well and I loved how she seemed to be fully supportive! She then sent me a link to an assessment that she allowed me to finish over the weekend (they have a 48hr timeframe for you to finish it, but only about an hour or so once you start it). Again, she was very supportive and I could not ask for a better recruiter. I was advised to take note of my thinking process for the scenario-based questions as it will be the main point of discussion during the on-site interview. A week later, I had the on-site interview. Before the actual interview, I finally got to meet the recruiter in-person and she was lovely and supportive as she was over the phone. She even mentioned that I did really well on the assessment, and that the interviewer will go over it with me, The interview: It was a one-on-one interview with a supposedly senior CSM or team lead. The interview was going well until it was my time to ask questions. I asked the interviewer about work-life balance and her answer just did not make sense and wasn't convincing at all, which raised red flags for me. Prior to this question, she also mentioned that even though the CSM's have dedicated accounts, they can still get tickets from accounts that they are not managing depending on that account's CSM's availability. This means that even if you work hard and smart on your dedicated accounts, don't expect any free time, as it'll just be taken up by other accounts that are not even yours to manage. Throughout the interview process, it was just reeking micromanagement. I've been a tech professional of over 12 years with lots of experience in dedicated account management. I have also have managed a team, and I've always been against micromanagement so I try to squeeze that out of an interviewer when I can. After asking my questions, I was expecting for the interviewer to go over the assessment but she didn't even go over it with me. That raised even more red flags for me. I spent time and effort on working on that assessment, and the interviewer didn't even bother going over any of it. It made me wonder if that's also how it goes for their current employees where they put in the work and effort just to be ignored and overlooked. I left that interview telling myself that I will have to reject their offer if they extended one. The following business day, I got a call from the recruiter who then informed me that I will not be moving forward. She was still great as she always had been. Another thing to note here is that I have way more CSM and management experience than the interviewer, and it made me wonder if it's one of those cases where she was intimidated and was worried that I'd potentially take her job. My suggestion to Paycom is to ensure that decisions like these don't fall under one person who could potentially be insecure about her position in the company. Have maybe at least two interviewers for these on-site interviews. I would have rejected an offer anyway, but you're still missing out on great candidates with this on-site interview format.

The recruiter seemed to be really nice and knowledgeable about the position. The questions where basic Behavior Questions and overall getting to know your work experience. Unfortunately I didn’t make it to the final round but I did get the impression from the recruiter that I should try again. After emailing her back she ghosted me, I understand that most recruiters do not provide feedback. With no feedback I applied again when the requisition changed and was automatically rejected. Months go by and I applied again last night and was automatically rejected again right at 8am. It’s frustrating when they do not communicate the why.