CustomerGauge interview questions

- Meeting with Hiring Manager - Meeting with BDR - Meeting with Marketing Team - Meeting with CEO/Upper Management I interviewed for three rounds but did not make it to the final stage and offer. After three interviews and receiving positive feedback, the company ghosted me for a month before informing me that they chose a candidate with more experience in the CPG industry. The hiring process was unprofessional, and communication was virtually nonexistent. After the third round of interviews, I received no updates. I reached out to the hiring manager via email for an update when I saw the job reposted on LinkedIn. I continued to be left in the dark until I took the initiative to contact one of the other interviewers. He helped get the attention of the hiring manager, who finally responded, saying they needed more time to give all candidates a fair chance to interview. Each week, I followed up with a friendly email... four weeks later, I was notified I didn't get the role. All of this to say, if you didn't have confidence in my candidacy for the position after the third interview and decided to repost the job, you should have let me know I was no longer in the running. If a company can't communicate effectively with their candidates in the hiring process, it reflects poorly on the organization as a whole.

My rating as someone from outside : 4.2 out of 5 stars. The procedure took almost 7 weeks and 4 stages of interviews took place. I did not get the job but CG never closed any doors implying that there could be opportunities in the future. Yes, I appreciated this but taking into account the fast paced industrial environment I feel like I lost a good chance with them (and them with me). I had devoted myself into learning about the company from the beginning. I really thought what they do is ineed a solution to the market's problems on how to increase revenue and provide good customer experiences. I even completed one of the comany's courses! I could really see myself succeeding into CG's environemet and I did my best to communicate this to all of the major representatives that I had interviews with. I believe that they appreciated me as well. I tried to combine confidence and analytical thinking in a polite way (this is a requirement in Sales anyway). I managed to reach the 4th stage of the evaluation and no matter the character and the mentality that I tried to deliver, they choosed someone more experienced as they said at the end. Yes, companies don't like playing the role of a guinea pig especially for asssociate level roles. They need proof. Nevertheless, someone less experienced could still be great for a specific role especially when is told that could fit in the culture and has of course what it takes to be in that role. Not many companies are brave enough to hire less experienced people just because they think they could be a good fit (I hope I'm wrong). Pros: Must be a great company to work for. The product is very sophisticated and it seems that really finds solutions for its clients. CG has ''out of the box'' empoyees that know how to provide exceptional services. Cons: 1. The procedure took almost 7 weeks. Yes, having someone as second priority waiting for more experienced applicants to apply is understandable (doesn't imply accepted). Any company sees new associate level empoyees as an investment at the end of the day. 7 weeks is a long time though and I should be told that earlier. 2. Associate level positions should be kept Associate level otherwhise advertised in a different way. Q) How likely would I recommend CustomerGauge to friends, family or colleagues in a scale 0-10? A) Haha, I'll let you know about this if/when I'll secure a job with them ;) (yes, of course I know people of CG will read this too :), This is how the industry world gets better anyway. I still beleive that CG seems like a great company to work for. I wouldn't say no to future opportunities. P.S: My interest in the company is reflected by the length of this comment for Glassdoor standards.