Ezra Coaching Interview Questions
& Process

Oly was really nice and welcoming from the start, making me want to join the talent team at Ezra. In many places, candidate experience is just a phrase, but not here. Even though I didn't get the job, they offered me a feedback call. It feels like if more companies did this, I'd either have a job now or at least know what went wrong. The questions were thought-provoking and unique, which was a cool challenge. Thanks for making recruitment feel human, Oly, and for handling the rejection with kindness.

So the process kicked off with a chat with a recruiter, who was super nice and also really good at hyping up the company and explaining what they do. After that, I had a 45-minute call with the hiring manager. This interview felt really well-organized, and the questions seemed fair and thought-provoking. The final stage was an in-person interview in London. It involved a role-play, where I had 45 minutes to prep with a brief given on the spot, followed by a 45-minute presentation and Q&A with the head of CS and their boss. Then, there was a 30-minute values interview with another team member. Honestly, the whole experience was great; everyone was lovely and respectful, and they were super clear about what to expect at each step.

The interview process had four stages, starting with an initial screening. The first three interviews went smoothly. The final stage was a presentation, which unfortunately felt like a letdown because I was only given an hour's notice to prepare and deliver it. The entire process took about 90 minutes, with one hour for prep and 30 minutes for the presentation to the group. I was asked four questions in total: one related to my presentation and three hypothetical ones, like asking why I wanted to join the company. I felt the interviewers were disengaged and uninterested, and their questions seemed superficial, not really probing my suitability for the role. Although I was qualified, I got the sense they weren't serious about hiring me, which felt lazy and uninspired. I sent follow-up emails after the interview, but despite the common practice, I didn't receive a response, which I found arrogant and reflective of how the interview itself felt. While not getting the role is common, the interviewers' conduct was particularly disappointing. It's all a learning experience, though.

I applied for an Enterprise Growth Marketing role initially, and had my first interview in December with an HR rep from London. It went well, and I was told I'd hear back for the second interview, but never did. Then, out of the blue, an HR person from Toronto contacted me in late March about an ABM Lead role in Toronto, saying they had my info and thought my ABM skills were strong. My first chat with this HR person went fine, and they set up an interview with the hiring manager in London. This manager had only been there a month and seemed clueless about MRR and ARR when I asked. He said the interview was about me, so I detailed how I'd handle programs and campaigns, and he seemed to agree. At the end, he said he looked forward to another call, which I took as a sign of a third interview. No word came the next day or over the weekend. On Tuesday, I followed up with HR about my status. I got an email back saying they'd spoken with the hiring team and decided to go with someone else, but they wanted to stay in touch for future roles since the company is growing fast.