Civitas Learning Interview Questions
& Process

I had 3 interviews, first with the recruiter, then the hiring manager, and the last one was with the CRO. It was super fast, done in about 2 weeks. But, the job description was a bit misleading compared to what they actually talked about in the interviews. They said it was about building partnerships, but it felt more like hitting targets. One thing they said was, “Who you are comes second to what you bring to the table.” I get that results are important in sales, but I think your values and approach matter too. Both the hiring manager and CRO yawned during our talks, which felt pretty bad. Seems like they've had issues with sales team consistency and performance before and are trying to fix it now. They're in a rebuild and need people to perform immediately. The process itself was quick and organized, but maybe ask more about the team vibe, what they expect, and their sales approach to see if it fits you.

Started with an HR recruiter phone screen. Then, about a week later, I had a technical phone interview with the director focusing on SQL. Another week passed, and I was set for a half-day onsite interview. This onsite was split into 5 parts, including whiteboarding exercises and a practical SQL test. I'm confident I nailed all the questions. However, I didn't get an offer due to concerns about my command line SQL skills, which honestly felt like an insult. I heard they used the same excuse for two other SQL/ETL experts. I suspect this young, trendy company might be ageist, as everyone seemed under 35.

This was a Director of Strategic Partnerships role, essentially a Sales Director. The interview cycle included phone screens followed by an in-person meeting with a presentation. The presentation had unclear instructions. I suspect the company is still figuring out its sales process and model, and leadership might not be looking for the right profile. Many people seem to come from environments focused on order-taking, which might have shaped this process. There were some red flags when I discreetly checked with current reps who hadn't achieved sales success, confirming the profile might be off. Most seemed to have more of a solution consultant skill set. It's important to ask for clear instructions about the process and to take extra time to understand their sales process when you have the chance to ask questions. It's easy to get drawn in by a high-profile 'startup.' There's potential here, and it's up to you to uncover the mystery. The product and niche look great. I have little doubt I could sell a lot of it.

One of the best experiences I had. First, a screening call. Then, a video call with the manager, covering general questions and previous experience. Third, a technical interview on data modeling and SQL, which was quite straightforward, focusing on SQL basics. Fourth, an interview with all the data engineering team members where I was asked situational and behavioral questions like 'Tell me about a time you disagreed with a teammate's idea,' etc.