Glint Interview Questions
& Process

My experience interviewing at Glint was overall positive, but I wanted to share some of the challenges. It started with an HR screening call. Then, I had three phone/video interviews with leaders in the OD Science practice. The next step, which I didn't reach, was a presentation to the team, either in person or virtually. The discussions were engaging and focused on whether my approach to engagement surveys aligned with the team's, which might have been specific to this role. Be ready for that. The OD leaders asked about 3 direct questions across the three interviews that really highlighted my OD, people analytics, sales, and consulting skills, mostly in the first interview with the practice leader. I think discussions could have been better balanced to reveal more of a candidate's unique skills, but don't count on many of those. In my last interview, some reactions to my answers about pulse versus census surveys felt a bit like, 'We do it this way, and it's better than yours.' It was insightful about their operations and methodology, but it made me wonder about their openness to different ideas and what 'culture fit' and 'experience' mean there. My belief that census surveys still have value seemed to be a barrier to fitting in, even though I also see the future in Glint's continuous listening surveys and tech. The interview's tone shifted after that. When I asked about non-survey people analytics & AI and real-time data platforms, the interviewer didn't seem to connect with that. A week after my last interview, I followed up with HR because I had another offer. I learned they chose someone whose experience was a closer match. I thought the decision was fair, but I wanted more feedback to learn from the process. I asked HR for a brief call to understand what experience I lacked or how I could improve. I never heard back, which I assume is due to the startup's busy nature, but I would have valued that follow-up call for self-improvement.

The recruiter did a great job initially, making me excited about the process and understanding my needs. I've been in management roles where the recruiter was key to finding the right people. Then I had a video call with the Hiring Manager, which felt very rigid and scripted, like they hadn't prepared or looked at my resume. They didn't ask questions in context with my experience and it didn't feel like they'd be invested in me. As a hiring manager myself, I know how to conduct interviews, even with required questions, but I add my own touch and don't just read from a sheet. I was surprised to even get an onsite interview after that. The onsite visit started awkwardly; I waited at the door for a bit, and the front desk wasn't staffed. Security let me in but didn't have contact info for my interviewers. The person who was supposed to greet me arrived later, saying she didn't have her phone and they were on different systems, which seemed unprepared. I expected her to be ready for visitors. It felt disconnected. The onsite interview with the team felt regimented, not like a 'get to know you' session. It seemed like they either had someone else in mind or were just going through the motions. They didn't seem excited about me, and I felt like they might have decided I wasn't a fit within minutes and just wanted to get it over with. However, the video call with the Head of Customer Success was great. This person really represented Glint well, selling the job, culture, and mission enthusiastically, showing they're an experienced leader I'd be comfortable working for. So, the recruiter and the Head of CS were good, but the manager and team lead interview lacked appeal.

The interview process was great. As an employee referral, I was able to connect with the hiring manager immediately. The pace of the interview process was perfect and I felt in control of the timing and scheduling of the various interview steps. For this position, much of the interview questions were designed to help Glint understand previous sales successes, sales process/models, relevant experience, etc. In addition I was asked to present Glint's value prop to the leadership, which was a fun exercise.

The interview process was excellent and mirrored what a good interview process should be, ensuring mutual fit between the candidate and the company. I appreciated the transparency and their readiness to answer all my questions. It was clear this company has a strong culture and leadership, making me want to join. The process was also very efficient, with quick feedback and no waiting periods. It included several phone interviews followed by an in-person interview.