Docusign Account Executive Interview Questions
& Process

I interviewed with Docusign for an Account Executive role. All interviews were with men. I made it to the final round, but leadership kept asking what information the recruiter gave me before the final round. They seemed to have issues with the recruiting team and didn't offer the position because they felt the recruiter helped me too much. Very backwards and unfair. I stayed with my current job which pays more. Dodged a bullet.

First, there was a phone screen with a recruiter to go over my resume. Then, I spoke with two sales managers who wanted to get to know me and asked about my life experiences. The next step involved a 30-minute role-play exercise simulating a discovery call, where the goal was to extract financial information. Finally, I had to give a presentation and show the ROI for a company like Apple that needs Docusign for their sales team.

I was offered a position but then it was rescinded. I'm hoping for feedback but don't expect it. The initial stage was supposed to be a recruiter screen, but the recruiter was on vacation, so I went straight to the hiring manager. We had a good 40-minute chat where I discussed my background and aspirations, and my interest in DocuSign. The hiring manager liked me and moved me forward. The recruiter I was initially working with left the company, and I was assigned a new one, which was strange. The second interview was an hour with the hiring manager's peer, very casual. We mostly talked about my experience and why DocuSign again, touching on sales and customer service approaches. The interviewer was upfront about company changes and looking for adaptable people. We discussed the pros and cons of working at DocuSign, and they mentioned many original employees had left, which felt like a potential warning sign. I was immediately offered the job and was thrilled. I accepted verbally, and the next day received an email summarizing the offer and discussing a start date. I was told I'd get the official offer letter the following day, but it never came. This is where the negative experience started. I was informed the head of the department wanted to meet and chat, which I thought was just a welcome, but it turned into a high-pressure interview. The third interview started casually, getting to know each other. Then, the conversation shifted to my current experience, focusing on difficult situations and problem-solving. After that, it became a rapid-fire questioning session on prospecting, sales qualification, and negotiation. The questions were similar to before, but the interviewer's demeanor suggested he wasn't impressed. When I asked about his reservations, he cited concerns about location, training logistics, and my perceived lack of a 'hunter' mentality. I pointed out that the job posting allowed remote work and the hiring manager had confirmed it, and that the hiring manager and her peer had indicated the role involved existing customers, not heavy hunting. He ended the 40-minute interview early, citing another meeting. I knew then my chances were slim. I followed up with the recruiter, who reiterated the location and logistics concerns but downplayed them. I offered to relocate to ease those concerns, as I was genuinely keen on the role. A few days later, the recruiter informed me the team decided to go in a different direction and apologized, seeming unsure about the decision. My request for feedback was denied by the team. The interview started positively but ended very poorly, leaving me frustrated about the wasted time and effort, especially without constructive feedback. There seemed to be a disconnect between the head of department's expectations and those of the hiring manager and her peer, or perhaps a shift in company culture due to staff turnover. If the sales approach has changed to a 'hunter' style, it should be clearly communicated for the AE role.