Domo Interview Questions
& Process

I interviewed for a marketing position at Domo and overall it was a pretty good experience. Everyone I talked to was nice, really thought through things, and seemed genuinely excited about Domo. The job itself sounded great, and I got a good vibe from the team about their culture and what they're aiming for. I got to the last part, which was all about personality and if I'd fit in with the team. I didn't get the offer because they worried my wider skills might make me get bored. I appreciated the feedback, but I felt that reason was a bit off. I was clear about being interested and motivated the whole way. If they had doubts about me staying long-term, they should've brought it up sooner instead of using it as a reason at the very end. It was a process where they treated me well and the people were great, but how they made the final decision could've been better. Rejecting candidates based on what they assume, especially after candidates put in a lot of time, takes away from what was otherwise a solid interview process.

I had a phone screening that went well and then an interview with the hiring manager. That interview also went great, and they told me about the next steps, saying I'd hear back by the end of the week to schedule the super day on site. However, I never heard back. I followed up with HR and was completely ghosted. Domo didn't seem to have a good process, and it all felt pretty disconnected. I later found out there were layoffs, which I'm sure contributed.

My interview process was quite extensive, involving three to four interviews, a psychological assessment, and a background check before any offer was made. However, I found the experience disappointing in terms of workplace diversity and cultural sensitivity. At one point, the president introduced me exclusively to a specific group of employees, which felt uncomfortable and out of place. It highlighted a lack of inclusivity in the organization and left me with concerns about the overall work culture.

This hiring process has a few parts. First, the hiring manager checks if you're qualified and a good fit. Then, your potential teammates interview you and give their thoughts. Finally, the region head gives strategic guidance and makes the final call. This way, everyone involved makes sure we find the best person for the job and the company's goals. Keeping everyone in the loop—hiring manager, peers, and region head—helps make things go smoothly and land top talent.