Calendly Account Executive Interview Questions
& Process

The interview process was standard, involving a phone screen, a manager interview, a culture fit chat with a teammate, and a panel mock discovery. The recruiters were communicative and the process was pretty smooth. However, it turned out that everything they told us was a lie to get us into the organization, and there were mass layoffs later because they scaled the sales team too quickly without the capacity to support them.

My interview process was bizarre. I had a 30-minute phone interview with the recruiter who seemed to really like my professional sales background and experience. We had a great chat, and I learned about her, the Account Executive role, and Calendly. She then presented me to the hiring manager. I scheduled a 30-minute Zoom video interview with him. He seemed disengaged during the interview, looking around the room and giving brief responses, which was confusing given my stellar background in mid-market and enterprise software/SaaS sales. I proactively shared examples of my sales achievements, process, and results, along with my research on the company. A few days later, the recruiter informed me I wasn't moving forward because they were prioritizing candidates 'closer to their needs.' While the interview atmosphere was dry and the salary was below market, I was initially drawn to Calendly's startup potential, valuable solutions, and the CEO's vision. However, the dismissive interview responses and disappointing Glassdoor reviews about unprofessional behavior and unqualified leaders made me reconsider. I felt leaving my stable job for this sales leadership might have been a mistake. My advice to the Sales Hiring Team is to value candidates' time, do thorough upfront due diligence, and ensure interviewers are engaged and professional to represent the brand well, aiming for candidates to leave with a positive impression.

I applied online and got a reply within a few days. Then they emailed saying they wanted to chat to see if I was a good fit and set up an initial phone call. I had several phone interviews with both recruiting and the hiring manager, which quickly led to an in-person meeting with the hiring manager. After that, there was one final interview where I had to create and present a 90-day success plan to the CEO and manager. It was a smooth and really good experience overall.