CollabNet Interview Questions
& Process

I was initially hired by the VP of Sales and worked directly under them and other hiring managers, who I sourced candidates for. This was the best setup for an external recruiter, giving the best "real" feedback. Initially, there were only about 3 interviews max before an offer was given in 10-14 days. Later, the process expanded to include up to 6 different people before a decision was made, taking over 4 weeks, and fewer candidates made it through. The interview process also started needing to go through an internal recruiter, which caused a lot of interference with the messaging and eventually my services were stopped because the company ran out of money.

I got contacted by a recruiter on LinkedIn. The first call was super short. The recruiter asked me why I was looking to leave my current job and my current salary. I answered the first question but didn't want to share my salary. The recruiter said they needed to know my salary to move forward. When I gave them a range, they said that based on my experience, I should be earning less than I currently am. They said they'd proceed only if I agreed to a much lower number because the company would have to cover my immigration costs. They were really rude and unprofessional, I think they were trying to lowball me by being aggressive. I ended the conversation there. I wish the recruiter had spent more time talking about the job opportunity instead of focusing only on salary. I probably would have accepted a lower salary if the role was good. The company needs to fix their interview process and their recruiters.

It started as a pretty standard interview process, but then I was asked to interview with a lot of people from different positions, which was really unusual for this role and industry. Normally, you meet with 2 or 3 people, but this was like 7 or 8. They kept asking for more time even though I was internally recommended. I think the issue was the interviewer was pretty new and thought he had more power than he did. That was a red flag for me. After a lot of delays, they brought in senior staff to look at more candidates, so I just bailed and focused my energy elsewhere. My take is that for a small company to grow big, they need to be quick and decisive, not drag things out, and hire great people, though that costs money. I've never seen a company get great by just saving money. They knew I was top talent, but wanted me to take a 95K pay cut. Their communication was awful, so I just gave up. Wish them luck, they need it.

After being submitted for the job, I first spoke with a recruiter. Then I had a quick phone interview with the hiring manager, who is also the Controller. He was straightforward and asked about my G/L and revenue experience. He ultimately felt I didn't have enough experience, but I would have been interested in the role.