Goalbook Interview Questions
& Process

The recruiter let me know that this role involves about 30% travel around FL, GA, LA, NC, and SC. The interview process has a few steps: first, a screening call where they share notes with the hiring manager. Then, an interview with the hiring manager. After that, a video interview with another area hiring manager. Next, I have to give a presentation. Finally, there's a virtual interview with the CEO, the hiring manager, and the west coast lead – that's 5 people in total. The whole thing takes about 2 months.

This was the longest interview process I’ve ever been through. It started with a 45-minute recruiter call, followed by a 45-minute chat with the hiring manager. Then, I had two separate 45-minute interviews with direct reports. After that, I met with the hiring manager again for another 45 minutes. Three weeks later, they asked for a follow-up meeting with the hiring manager and one direct report for a 45-minute "task." On top of that, there was an additional written task that they expected me to spend 6-8 hours on. This written task involved a deep dive into four interview questions, which felt a bit redundant since I had already touched upon them in earlier interviews. Finally, there was a 45-minute final interview with the hiring manager, a 45-minute final interview with the CEO, two more 45-minute final interviews with the same direct reports from before, and a 45-minute interview with an executive consultant. In total, that's 10 interviews and about 9 hours dedicated to a task, all spread over 2.5 months. I often felt this process was disrespectful of candidates' time, but I pushed through because I really believed in their mission. I'm viewing this as a learning experience to avoid organizations that drag candidates through such lengthy processes.

The interview process at this company is quite long. Based on what I was told, there are about eight steps in total, including several one-on-one interviews, a performance task, a panel interview, and a final interview. After an initial chat with the recruiter, I had to send over my portfolio and set up two separate one-on-one meetings, one with the hiring manager and another with a staff member. During the first round of interviews, I asked the hiring manager about their thoughts on the portfolio they asked for, and it seemed like they hadn't actually looked at it. I ended up having five one-on-one interviews, and the questions were pretty much the same in each one. The recruiter kept me updated regularly, but in the end, I wasn't chosen to move on to the performance task stage. I asked for feedback on why I wasn't selected, and they said Goalbook doesn't do that anymore. Even though the recruiter was nice, positive, and helpful the whole time, and my chats with the Goalbook staff were good, I'm giving the process a neutral rating. I'd really suggest the organization find ways to make their search and screening process smoother, figure out the key skills they're looking for, and make sure their questions and processes actually help them get that specific information, while also being more considerate of how the candidate experiences it all.

The interview process consisted of three in-person meetings, which I appreciated for allowing ample time to assess the role and company culture fit. Initially, I spoke with a founder who outlined the job duties and asked general questions. The second meeting was with the other founder, giving me a chance to discuss my qualifications and suitability for Goalbook. Finally, I met two future colleagues who shared insights into the daily responsibilities of the role. It was beneficial to connect with potential teammates and gauge compatibility in terms of personality and work style.