CoEnterprise Interview Questions
& Process

The interview process seemed efficient at first. A recruiter from Coenterprise promptly contacted me and organized interviews with three individuals, including the CEO. Following these meetings, I was tasked with crafting and delivering a presentation to a panel. Subsequently, I was asked to meet with one additional person after the presentation. In total, I dedicated approximately 12-15 hours to interviews, presentation development, and preparation. Despite this significant investment of time and effort, I received no communication thereafter—and was ghosted. I reached out one additional time where I was told “no decision has been made.” Unfortunately, it appears I'm not alone in experiencing this lack of follow-up, as similar feedback from others indicates.

I applied for the role on Feb 5th, and the hiring team viewed my application on Feb 8th. The recruiter reached out via email expressing interest and asking for my availability. I provided my availability and inquired about the salary range since it wasn't in the job description. The recruiter confirmed they knew my desired salary and were interested in interviewing me. On Feb 13th, I had a 30-minute video interview with the recruiter. They explained the job description and the company, mentioning it's based in Midtown, NY, and confirmed my location. The recruiter noted the CEO is an early riser, expecting emails at 5:30 am, and the EA would need to attend all CEO meetings, take minutes, and follow up on action items. A daily recap with the CEO was also mentioned for 5-6 pm. We discussed my experience, specifically asking for examples of meetings attended with previous supervisors and what that involved. They also asked about my requested compensation again. We touched upon the remote aspect and benefits. The recruiter reiterated the need to pass my compensation request to leadership. I asked why the role was open and learned it's a new position because the CEO lacked resources. When asked about performance measurement, they were unsure and suggested I could help define it. I inquired about company culture, and they described it as autonomous, with no micromanagement and flexibility in logging hours as long as work is completed. Onboarding would be minimal, requiring initiative in asking for help. The recruiter mentioned returning to leadership and that I should hear back within 72 hours. The overall process was stated to be two rounds, with an HR interview, a CEO interview, and potentially a Finance interview. They mentioned the Q1 budget was approved and aimed for a March 1st start date. On Feb 14th, I was asked to schedule an HR interview, which took place on Feb 20th as a one-hour video call. During this interview, the role and company were reviewed, and I detailed my experience, skills, and strengths. Compensation expectations were discussed, and I indicated I'd consider the total package. The HR rep mentioned it's an exempt role and promised to send benefits information. She also asked me to consider the difference between working in a large corporation versus a small startup with fewer resources. On Feb 20th, I also scheduled my CEO interview for Feb 27th. On Feb 21st, I emailed HR with questions about the exempt classification and salary range. She offered to discuss it over the phone, which I did on Feb 22nd. She explained the administrative exemption due to working closely with the CEO and expressed uncertainty about the salary range, citing the need for more interviews. When I mentioned the NYC salary transparency law, she claimed they recruit nationwide and aren't NY-based, contradicting the recruiter. She then offered to withdraw my application or get back to me after more interviews, noting they were unsure if they could meet my requested salary. I noticed the job listing was removed on Feb 25th. On Feb 26th, the day before the CEO interview, the recruiter called to say they were pausing the hiring due to uncertainty about performance measurement and might repost in a month. It was a terrible experience due to lack of clarity on the role, salary transparency issues, and wasted time.

The interview process at CoEnterprise was pretty strange. It took three weeks and involved two video calls and a phone screening. After a lot of back and forth, I finished my second video interview and was told someone would reach out soon. But, I never heard anything back about my application, even after I emailed them. It's important to note that this doesn't reflect everyone at CoEnterprise; one person I spoke with was really enthusiastic about the field and was great to chat with. However, the specific person I was dealing with was leaving the company soon. Based on reviews and my own experience, I'd suggest being cautious if you're considering a job here. How a company treats candidates is often a good indicator of how they treat employees. Keep exploring your options because there are plenty!

The interview experience at CoEnterprise was pretty straightforward. I sent my resume to a friend who works there, and they had nothing but good things to say. I was really impressed with CoEnterprise, just like I expected. First, an HR recruiter emailed me to set up a phone interview. I talked to two friendly and smart people who would work with the new hire. They gave me a realistic idea of the company and its culture, and they answered all my questions. A few days later, I had an in-person interview, which was more detailed. I got a job offer two days after that over the phone, and they also emailed me a contract with benefits. Overall, it was a great experience.