Account director Interview Questions
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Account Director interview questions shared by candidates
Tell us about your past employers
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All information is in the packet you made me fill out
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It's unfortunate placement/temporary agencies conduct business like that. I understand your experience completely. I guess it applies to the "numbers" game. At RobertHalf the staffing specialist stated employers are now using the "vetting" service more these days. Temp. to permanent is currently 1 to 2 years. I choose not to believe that. Please check out "workitdaily" website. It is phenomenal! JT O'Conner, HR consultant has put together an employment strategy to obtain those interviews. So, I revamped my resume and landed a position. She has weekly "live" webinars and sher and her staff followup to ltr/CV reviews within 24 hours. There are so many critical modules with important information. The monthly subscription is $19.00 (with promo code) and you can stop anytime. It is worth every penny....believe me. Good Luck. Less
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This agency was the worst in human relations. For the most part, during our Skype interview, the agent looked at his keyboard and not the screen. Makes me wonder the guilt associated with all that contradiction spewing from his mouth. Or that he was a music major, paying the bills in this position. Not a very good experience, but hey, I did not need their services after all. Less
What position are you interviewing for?
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An Account Director position is know as the Brand Director at 72andSunny. Brand Manager is the title given to account managers. These are two separate job descriptions and titles at the company. Less
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Account Director (or as they call them Brand Managers)
Asked personal questions and pried when I didn't feel comfortable disclosing close and personal information. Asked if I thought was qualified for this position. Asked about my history and background in sales.
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When asked why I left corporate America for a few years, I told her that I had to move home for personal issues and help my family out in a time of need. She asked twice what the problem was and why I didn't want to seek out a better job. (I was serving at the time, and was making amazing money, sorry I wasn't in a rush to be a slave to the man again). Since a Mondo recruiter sought ME out, telling ME I had all of the qualifications and more for this position, I had already assumed I possessed at least some of the skills and requirements they needed... So as I list them out, I instantly get shot down and belittled for "not having any sales experience in a true sales environment." WHAT THE...????? She was so rude and beyond fake I could barely even get the words out of my mouth to answer anything appropriately or how I prepared for. I almost walked out 10 minutes into the interview and left with the most anxiety I've ever had. The reviews I read about all of the Account Director positions were completely accurate. I would NEVER recommend anyone to work for this company, I can only assume you will be miserable (like the reviews say!) and a slave to a group of egotistical dictators who truly will never give one s*&% about your well-being. Thanks for the waste of time Mondo! Less
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I had the same experience, never felt more belittled and demeaned. Nobody should have to go through that interview process especially when sought out by a recruiter who tells you "you'd be a great fit based on your experience!" Advice to Mondo: Entry level means entry level at the end of the day. If not, change your requirements to 3 years of experience and no "college jobs" are excepted. Less
I was asked to provide an assessment for a marketing plan for how to increase Snapshot’s client business.
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I provided a PowerPoint plan for improvements
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I understand they conducted this exercise with several candidates. It was more likely an exercise to look for future candidates and also gain free external support/growth ideas. Somewhat unethical practice but not uncommon with small shops like this. Sorry you were mislead during the process. The HR head also left soon after this process-they only now filled the role and began back in June of 2020. Less
Fake Doors needs both Google Ads and Facebook Ads campaign(s) to generate company (employer) leads. In other words, they need leads from companies who want to hire on-demand talent. They do NOT need campaigns to attract new freelance talent to their talent network. Fake Doors is looking for you to draft up and share important campaign components (ad copy, ad creative, landing page ideas, campaign structure, audiences, etc.) for their feedback. We are expecting these as part of your deliverables. In addition, we will have a kickoff call with the client to make sure we have everything we need to get started. The client had a few general questions (non-specific to their business) they would like discussed on the kickoff call. Draft up responses you would expect to share on the call. Google Ads: What are best-practices / strategies for scaling campaigns? What are SKAGs and should we use them? Why or why not? How can we leverage automated bidding strategies with no conversions? How do Conversion Action Sets work and when should we use them? Do you have any typical scripts that you’d recommend us to use? Facebook Ads: What are best-practices / strategies for scaling campaigns? What’s the difference between horizontal and vertical scaling? Is ROAS a good determinator of ads performance? What is delayed attribution and should we use it? Which should we use: Standard events vs Custom Events vs Custom Conversions? What are some ways to increase AOV on a product / service?
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Hey there - this is one of the Managing Partners at Galactic Fed. We are always 100% open to feedback, so we appreciate you sharing your experience. It's a bit hard to follow what this person is saying in their message above, but from what I understand, they are frustrated that they did not do well enough on a written assessment to pass to the next stage in the interview process. I understand - getting rejected from a company always stings. We previously gave detailed feedback by default in our rejection emails, but we had to stop doing this due to a few upset candidates trying to refute all of our notes. Now we only give rejection details when requested. Whoever wrote this - I'd invite you to please shoot us an email requesting feedback on why we rejected you, and we're happy to provide as much info as we can. I think everyone deserves the chance to see what they could have done better, so you can improve for your next interview. From the brief message you shared above, it sounds like you may not have followed the instructions fully. I can assure you we read every assessment in depth. Regarding the parameters of the assessment, we believe that all hires at Galactic Fed should be absolute experts in their zone of genius. So whether you're applying for an execution-focused specialist role or a management-focused director role, you need to have the technical chops in digital marketing. We hire people who "lead with expertise." Again, thank you for providing your feedback - nobody is perfect, and we are improving every day. My advice for you in your next assessment or interview would be to answer the questions asked of you directly, without trying to answer something off-topic. Less
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This is not a brief for marketing strategy as the original job description and director level should entail. This is a questionnaire for tactical plan in executing two basic media platforms online. For an audition piece, this was boring and not innovative (but they're a startup boasting growth and innovation). If I wanted to show someone how well I run search and Facebook, I wouldn't apply to a director's role. That's a junior level function, which now as me believing these are sales oriented roles - hence the big title for basic know-how. So, I answered with several pages illustrating strategy across media, content and measurement. I even provided mock creative, execution details and where capabilities would need to exist to enable. I crafted a detailed audience archetype with qualifiers, KPI assumptions, and media performance baselines. They didn't ask for this, but I felt they should have! What did I get in return? A generic email stating my background wasn't what they were looking for. That gave me a good laugh, thought the audition piece was more important than my background?? This company asked for 2-3 hours of my time to audition with them before even speaking to anyone and I get a generic email that has no specifics to my application other than we had many apply. I doubt they even read it and I doubt why I even tried after I read their weak brief. Less
Describe a scenario where an employee or peer hadn't met professional expectations. How did you deal with this situation to correct?
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If it is an employee, I want to make sure they understand what was wrong and why. If they acknowledge that it is inappropriate and unprofessional I offer suggestions to correct this in the future. After the discussion I would email my employee covering what we discussed and what steps are needed to correct the situation. This way if it is repeated behavior I have already begun documenting the issue. Less
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I answered by giving an example of providing feedback to an employee and conducting regular 1:1 meetings to both periodically communicate with an employee and provide feedback to the employee to ensure continuous growth and professional improvement. Less
Didn't make it past first base - declined interview.
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.- They send me a list of +20 tests that will take 3 hours to complete . (Declined to do it). .- I complained saying that its a lot of time to invest since we are still not even screening. .- They said that's OK but in parallel they sent me a form to fill out asking for info from my client (I said that i can provide that info in a further stage). .- I received a screening call that ended with an IQ test over the phone? seriously ? Less
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Way too many questions and tasks were placed in front of me before I had even established interest in the company. Less
what do you expect in the new role
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i would like to be more business development focus in order to leverage my experience and network to develop the existing and new business Less
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I expect to show my skills and improve them in the process, in my experience I know there is a lot of things to learn and develop, it will bring me the opportunity to leverage my knowledge and as the technology, I'm in constant evolution. Less
Despite your extensive work experience (14+ years covering managing international markets), we would treat you as a fresher for a PR firm and start you at basic jobs.
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After heading Sales & Marketing for massive multi-territory operations, it is shocking to hear that a PR firm would consider me a fresher. Less
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Fresher