Buffett Senior Healthcare Interview Questions
& Process

I finished the 3rd interview and was asked to email my notes. The instructions were vague. The interviewer sounded robotic with poor voice quality, making it hard to understand. The process was unusual and inconsistent. I didn't meet the hiring manager, and they didn't know about available territories or travel distances. In the second interview, the cost of training wasn't known, despite being on SMTA's website. My concerns grew, leading to more research. The company's responses mirrored my worries. I was initially excited about the earning potential, but poor leads would negate that. The interview process didn't assure me of the company's legitimacy or their support.

The interview process was pretty thorough over the phone, covering my background and employment history. They also did a personality check to see if I could do presentations and had the work ethic needed. They were pushing me to make a quick decision and invest before I had all the details. I kind of wish I had taken more time to consider before investing, but it seemed like a good fit at first. I would have liked more options for getting qualified leads, as their telemarketing team couldn't provide enough without me having to follow up on old leads or ones from the white pages, which only targeted a specific age group.

First, you'll get some emails, then they'll send you links for interviews. Make sure you have the right Adobe Flash installed. The first interview is a scripted video that lasts way too long, like an hour, full of lies. If you somehow survive that, you automatically get a second interview. This one's a scripted phone call from a really staticky cell phone, with even more lies, especially when you get to the last page of the compensation details. To get this job, you actually have to pay them a minimum of $1,250, and that doesn't even cover the costs after you're hired.

The interview process involved initial phone interviews, followed by an online assessment, a job review, and a webinar. Candidates who successfully passed the webinar stage proceeded to a phone interview, with the final hiring decision made over the phone. The interviewer emphasized the need for hard work but did not disclose the demanding 18-hour workdays or the lengthy time required to close sales.