Eventbrite Account Manager Interview Questions
& Process

I applied online and heard back within 1-2 weeks for a recruiter phone interview. About a week after that, I had a second phone interview with the hiring manager. The recruiter said she'd get back to me in 3 days about the first in-person round, but it actually took her 2.5 weeks, even after I emailed her. The first in-person interviews went well with potential team members. Again, the recruiter took 2 weeks to update me on the second in-person round, when she initially said 3-4 days. This second round was scheduled, but the hiring manager couldn't make it, and neither could the recruiter on the day. The person who interviewed me said they'd only seen my resume 5 minutes before and were unprepared. The recruiter seemed disinterested and forgetful throughout, which wasn't a great first impression. Also, during the office tour and interviews, a very high percentage of the San Francisco office seemed to be Caucasian. If diversity is important to you, this company might not be the place.

You'll hear from a recruiter first, then have about two or three phone calls. The first one's a quick check about your background, your knowledge of Eventbrite, its business, and what makes it stand out. This chat will be with someone from the Acct. Mgmt. team. The next call(s) will be with an account manager. It'll still be chill, covering the company basics and background, but way more in-depth about what an account manager actually does day-to-day. You'll also need to know Eventbrite's place in the ticketing world and why they're doing so well.

The interview process lasted about 2.5 months, involving around 80 emails for logistics and scheduling. There were 16 interviews with 12 different people across phone, video, and one on-site block. I also had 6 alignment or update calls with recruitment. In total, about 10 net hours were spent in interviews, not counting preparation time. The company is a promising cloud business with an innovative approach to event ticketing services. They made a serious effort to reflect their business values in the interview process, and the questions asked were well-thought-out and followed best practices. However, the process was very time-consuming and lacked adequate support, seeming inexperienced in handling senior candidates. There was a low prioritization of transparency regarding business scope, key metrics, and growth opportunities. They also showed limited ability in aligning actual talent and impact with opportunities, despite the company being full of them. During some calls with HR and senior management, I felt treated like a naughty schoolboy rather than a senior commercial professional with over 15 years of experience. When I asked about a whiteboard or flipchart, the response 5 days later was, 'I haven’t been there yet but there should be one.' Some communication felt egocentric and overruling, and I missed true inspiration through vision-sharing and key differentiators from other employers. I strongly advise senior commercial professionals to confirm targets, financials, and growth opportunities early on, ensure the discussed responsibilities match their experience, and take seriously any warning signs about disrespectful treatment or lack of professional support, as these issues might persist.