First Page Sage Interview Questions
& Process

The interview process at First Page Sage was smooth and professional until the final round with the CEO, which was a complete departure from the earlier pleasant interactions. It included multiple interviews with various leadership team members, and I was also asked to present a strategy for a fictional client. This straightforward, manageable task didn’t take more than an hour to complete. This portion of the process was efficient and aligned well with the expectations for the role. Unfortunately, this last conversation left me with one of the most unprofessional and dismissive experiences I’ve ever had during a job interview. From the beginning, the CEO's questions felt oddly mismatched with my experience level and the role I was interviewing for. Instead of delving into strategy, leadership, or growth—areas critical to the position—I was grilled on basic SEO concepts I hadn’t been asked about since starting in the industry. Questions like why a suggested keyword appeared in Google search seemed more appropriate for an entry-level position, not a leadership role. It felt like the CEO had already decided to test my competence before we even began rather than engaging in a meaningful discussion. Even when I provided clear and logical answers, the CEO seemed determined to find fault, doubling down with irrelevant or nitpicky follow-ups. For instance, I was asked to differentiate between a legitimate keyword and one with "monkey" added to the query—a question that felt more like a trap than a serious assessment. When I answered, the CEO insisted my response was wrong, reinforcing the feeling that this wasn’t a genuine dialogue but an exercise in proving me “wrong” at every turn. The most disheartening moment came when I was told outright that I "have a lot to learn about SEO" simply because my answers didn’t align with the CEO’s perspective. This kind of rigid, dismissive attitude isn't productive in an industry as nuanced as SEO, where strategies and opinions can vary widely. Instead of discussing these differences, the CEO seemed intent on shutting them down. Beyond the questions' content, the interview's tone was condescending and antagonistic. It felt less like an opportunity to showcase my expertise and proven success and more like a setup to undermine my credibility. Ultimately, it felt like the interview was designed to diminish my experience and make me feel less valuable, which is not the kind of leadership or culture I’d want to work under. I immediately withdrew my candidacy, as the experience made it clear that this role and company did not fit me well.

The interview process was smooth and had two steps. Communication and vetting took a while but was positive. I wasn't selected because they were looking for something different, though they acknowledged my experience. I met with only one person instead of the expected two. Be ready for SEO-related questions and have your portfolio and talking points handy.

So I had two interviews total, one with the recruiter and then another with the recruiter and the manager for the AE role, and then I got the offer. The time between interviews was pretty good and it was because they really wanted to find the best fit, which I thought was cool. Both were video calls. Once they wanted me for the second interview, things moved super fast. I got an offer in less than two weeks and started about a month after that second interview.

The process started with a review of my application, then a phone interview, followed by a skills assessment, and finally a panel interview. A recruiting specialist kept me in the loop about my application status and what was coming next. I got to meet a bunch of people from the company, including who would be my boss, which was cool because I could check out the company too. I'm stoked I got an offer and happy to be joining the First Page Sage team.