Exclaimer Interview Questions

Interview with hiring manager and recruiter, then case study with hiring manager and VP of sales. Prepare a situation and then do a qualification call. No need for a pitch. The company provides no feedback after last call. Highly unprofessional and disrespectful. Stay away

A few video calls. Long breaks and radio silence in between. Poor communication. No courtesy. Spent an entire weekend putting together a case study presentation and was then ghosted without given an opportunity to present. Be careful if you receive an offer from this company as they don't respect candidates.

Not a bad interview process, talked to the recruiter then had an hour interview with the manager. Asked me questions regarding my experience and it’s relevancy to the role. Talked about next steps and never heard back from them. Pretty standard in todays job market.

Fairly straightforward, met with the hiring manager, then a few peers, and some potential direct reports. All well organized and scheduled promptly, and were conversational in nature. I enjoyed the conversations.

Initial interview was with the talent acquisition partner, covering my experience. This was followed by an interview with the self-service operations manager and the current technical author in the team. Then a written task.

Have been asked by recruiter to prepare the task over the weekend but the hiring manager wanted to have a chat. Recruiter says one thing, the hiring manager something else. Not well organised and total lack of feedback.

It was a first stage interview. The interviews was slightly more akin to a sales presentation. The interviewer talked slowly all the way through of how amazing company is and abruptly ended the interview after his alarm went off in the background without showing much interest of asking question or engaging the conversation.

I had a 30-minute virtual interview with the recruiter. I was asked about my background and experience and advised very little about the company, only asked if I had any questions about the company. The recruiter (John Mason) said Exclaimer won't move forward with me because my pay range request was too high but never asked if it was negotiable. He said that I am a good candidate but wasn't willing to invest or negotiate. My range was based on what I saw in their salary pool from actual Exclaimer employees and my experience and level of expertise, so I'm not so sure if that was the problem. I followed up to inquire further and received no response. The recruiter said he'd share feedback but for some reason was not respectful enough to respond to my very simple inquiry. As a black woman, I am not surprised by this interaction and have a gut feeling that my appearance, freeform hair, and refusal to code-switch (a.k.a. change my voice and demeanor to not "scare off" the company), played a role in not moving to the next stage. The recruiter forced unwarranted fake smiles throughout the interview as well. An honest reason for rejection would have been appreciated, but these organizations aren't as progressive as they pretend to be, and Exclaimer is no exception. Luckily for me, they did reject me, it seems I dodged a massive bullet not only based on my own experience but also based on the Glassdoor reviews from your own employees. Then they had the audacity to ask me to advise them on how to improve your hiring process for FREE after they rejected my candidacy. As if they're going to read or take my input into consideration anyway.

I had 3 interviews, first with an internal recruiter, then the CEO, then two of the Senior Management Team. First two interviews were great, third not so much. I got the feeling off the bat they didn't warm to me - which is fine, not everyone likes everyone. Really pushed on the reasoning behind me wanting to leave my current role, to the point I felt the answer would only be deemed valid if I bad mouthed my current employer - which I will not do.

Screening Interview with in-house Talent Acquisition Partner. The process proceeded with two thirty minutes interviews with the Hiring Manager and a 1-panel interview with key stakeholders (VP, and employees of the company).