Criteria Account Executive Interview Questions
& Process

The interview started with an online assessment, split into two sections. The first was a cognitive test with 55 questions on basic math, shape sequences, and word associations, which felt like a confusing maze. The second part was a personality/EI test, similar to Hogan but with invasive and off-putting questions from Criteria about anger, pain, relationships, and family in absolute terms. It felt invasive and inappropriate, leaving a bad first impression.

I applied online via LinkedIn and got an email reminder to take an online assessment within 24 hours. I expected a video assessment based on the email but it turned out to be a computer-generated assessment without video. The assessment had two parts. The first part was like an IQ test with fill-in-the-blank sentences, SAT-type math problems (one with incorrect answer choices), and shape pattern questions. The second part was a Myers-Briggs type assessment. Despite the local fires affecting the area, I was surprised to receive an email the next day stating they were moving forward with other candidates, likely because many hiring managers were impacted. While I got to see their product and wish them the best, I believe these assessments are not effective for sales roles, as a phone call is a better way to assess candidates. Many hiring managers use assessments as a lazy screening method before a call. While practicing assessments can improve test-taking skills, it doesn't assess real-life sales experience.

There were about 2 to 3 rounds of interviews with managers at different levels, and I also had to complete a couple of tests. I actually had a good time going through the process.