Bidgely Customer Success Manager Interview Questions
& Process

First, I had an interview with the recruiter. Then, I was asked to apply online and complete the full application process, which felt redundant. The interview with the hiring manager was not great. She was on a call from a conference, seemed distracted, and kept turning her camera on and off. I didn't feel like she was paying attention. After that, I was told I had to do another test to show how I'd help clients. I did some research, but the test needed a level of product knowledge that's not realistic for someone new to the platform. I waited three weeks for feedback, and when I got it, they said I hadn't done enough research. I had mentioned several company points, and there was only one interviewer, so the feedback didn't match our talk. This experience made it clear it wasn't a good fit. If this is how they treat candidates, I can only imagine internal communication issues. It looks like the role has been open for a while, which might mean problems with their hiring.

The interview at Bidgely involved three main parts: first, a chat with the recruiter, then a TestGorilla test, and finally a video call with the VP and Director. The recruiter was good and explained things well. The TestGorilla test was okay but felt a bit generic for a Customer Success Manager role. In the video call, the VP and Director talked about how Bidgely is a startup where you have to be proactive and take on a lot. They mentioned their North American team is small, which was good to know. But, the VP seemed distracted, often looking at her phone, which was a bit off-putting. The Director was more engaged, but the overall vibe was a bit distant. Even though it's for a Customer Success Manager job, the role can be different everywhere. They couldn't give me specifics on how success is measured in the role, like key metrics for churn or client adoption. This made it hard to understand what's expected. So, while they seem to like people who are flexible and resourceful, the VP's behavior and the general feel of the interview made me question the company's leadership and how much they value candidates.

The interview process had four steps: a call with recruiting, a chat with the hiring manager, a presentation, and a final meeting with the CRO. I got through the first two stages, which were pleasant conversations. I wouldn't really call what I had an interview; I was asked one question, and then we discussed processes and the role for about 30 minutes. It was quite disappointing not to receive any feedback. If you promise to follow up with a candidate, you should actually do it, even if the answer is no.