Gladly interview questions

1. 30 minute phone call with a (stellar) recruiter (J.C. rocks) 2. 45 minute interview with the hiring manager (also stellar!). It would have been a pleasure to work on her team. She was very personable, professional, and the other interviewers had great things to say about her. 3. Four, 45 minute interviews across the team. Two of the interviews were pretty standard/didn't stand out and the other two were pleasantly refreshing. Those 2 interviewers were kind and you could tell they went above and beyond to make the experience pleasant for me, while also being fantastic representatives of the company. They were honest about common growth challenges, but also whole-heartedly put a lot of trust in/had respect for senior leadership. I got the impression that their teams were very intentional about the interview process and they seemed like all-around great teammates to work with.

Steps: 1. 30-minute recruiter screen 2. Submission of writing sample 3. 30-minute call with hiring manager (highlight of the process) 4. A round of 45-minute 1:1 interviews with Engineering, Design, Customer Success, and Product Management Final Stages (Not Reached) 5. Call with Chief Product Officer 6. A "fun" 15 minute presentation with the team (purpose unclear Positives: -The hiring manager call was excellent - The Design and Customer Success interviewers were enthusiastic about the company and geared questions to their specific domains - The large majority of questions were typical for a PM role, without any 'gotchas' Areas for Improvement: - The engineering interview lacked focus on crucial PM skills related to engineering, e.g. working with engineers, team dynamics, - Engineering interviewer seemed misinformed about the team I was applying for, and questions were less relevant and specific to the role - Overall, the process felt unnecessarily time-consuming for an IC position While the company initially seemed promising, the lengthy interview process and inconsistencies in the Engineering interview dampened my enthusiasm. The experience highlighted a need for better coordination and more role-specific questioning in the Gladly hiring process.