The process took 4 weeks. I interviewed at iHeartMedia (Philadelphia, PA) in Apr 2023
Interview
The interview process is a three-step process plus a personality test. First two were virtual and last one in person. Sales reps are not paid a salary, they receive a draw.
Multiple interviews with the sales and marketing teams, plus had to build a deck to show knowledge of the business, objectives and then present to the leadership team. Very positive feedback from the experience.
Interview questions [1]
Question 1
What experience do you have would be most valuable in your new role?
I applied online. The process took 2 months. I interviewed at iHeartMedia (New York, NY)
Interview
Two rounds of interviews one with a recruiter, one with the hiring manager. I left the second interview under the impression that there was a connection, that the hiring manager was confident in my abilities to successfully accomplish their goals, and that I was a great fit for the organization (which was communicated with me post-interview). After sending my thank you letter, I was told by the hiring manager that they were in the early stages of the hiring process and that decisions would be made within a couple of weeks. Unfortunately, I then waited for well over a month without receiving any communication. I finally reached out for a status update, which is when I found out that they had moved forward with another candidate who was already working with the account (or accounts?) that the person in this role would need to manage. They did not include this requirement in the job description, for what I would assume to be obvious reasons, proprietary liability. Company culture observation: iHeart prides itself on its diversified and inclusive culture. When you go on LinkedIn and you search for the senior leadership at the organization (specifically on the business side)… despite the large pool of candidates of color, you will not see that diversified and inclusive selling point reflected there.
Interview questions [1]
Question 1
Typical “tell me about yourself” lineup of questions. IMO, these questions rarely get down to the needs of the business, don’t give the candidate a full scope of what is needed for the company, and are a waste of time at the VP level. At this level recruiters should be clear that candidates are qualified for the role, we should start discussing needs and projecting attainable outcomes based on the applicant's drive and experiences.
