Fun, multi-round panel interviews characterize our hiring process. Expect rigorous, in-depth discussions across numerous stages. While demanding, it consistently report an engaging and enjoyable experience. Sprout Social interview for sales manager
HR screen, 1:1 manager step, panel step, presentation step. I didn't make it to the final presentation step which would have made the process much more difficult. Everything leading up to that step was pretty standard.
Interview questions [1]
Question 1
Describe a time you had to implement a new process.
I applied online. The process took 8 weeks. I interviewed at Sprout Social (Chicago, IL) in Mar 2020
Interview
I applied online late January 2020. Process took 8 weeks. Hiring manager phone screen on strategy/experience. HR phone screen on compensation/start date etc. Hiring manager phone interview on coaching/leadership experience. An on-site interview/virtual 45 min presentation on topics they chose with another 45 minute panel Q/A with a couple of Directors and a SVP.
I'm a fan on Sprout Social. They really spoke to my core values and I think the company is phenomenal. The process was very transparent and went through unusual timing, due to the corona-virus, certain adjustments needed to be taken and it was done virtual instead of in-person. I made it as far as the 45 minute presentation. They asked me to make a 45 presentation covering the following topics below and another 45 min for Q/A:
1) Background - personal and professional
2) Channel Sales and Leadership Experience
3) Leadership Style - What type of leader are you? What are the standards you have put in place for your teams?
4) Culture building - Define your current team's culture. How would you begin to build that culture at Sprout?
5) Hiring Profile - What/who are you looking to hire to build your team? Please provide a profile for the AEs you would want to hire at Sprout.
6) Coaching - Where/how would you been helping your people to improve? What type of training/tools have you invested in?
7) Why you? Why are you the right person for this role?
Nine days after the interview and after sending a couple of follow-ups, I receive a generic email from the hiring manager that they received a lot of applications and they had to say no. No further feedback. It seems counter their core value of Caring Deeply, to ask prospective hires to spend a lot of time to make a presentation, practice & prepare, block off an afternoon and yet not take the time to give constructive feedback. It's like sending a text to break up with someone. Perhaps, this isn't such a great place to work after all.
Respect should go both ways.
Interview questions [1]
Question 1
1) What would your previous managers say about you regarding what you could improve on?
2) What would you do to onboard quickly?
3) What sort of apps/tools do you use for better time management?
4) What sort of leader/leadership style do you work well with?
5) What sort of leader/leadership style do you not work well with?
6) If you could pick one specific channel to pursue right away, which one and why?
7) Describe a past incident when you failed at something and what would you have done different?
8) How would you have persuaded your leader to take action (related to #7)