GoodTime Interview Questions
& Process

I thought the interview process for this company would be awesome and a change from the norm because they claim to sell a better, more efficient interview process for top candidates and a better experience for interviewees. After applying, I got a link to a predictive and aptitude test instead of a personal email, which felt impersonal. I guess I did well enough to get invited to discuss the role. The interviewer was unexpected, and honestly, I should have read the reviews first because they were accurate. They have one person who does the initial interview and decides if you move on. She was unprofessional and asked inappropriate questions. She mentioned she did a deep dive on my LinkedIn and my past bosses, which felt weird, like she was accusing me of being dishonest, and she didn't understand how VC companies work. She needs to be fired ASAP because she's damaging the company's reputation, especially considering what they sell. I can't believe one inexperienced person decides who moves forward based on those kinds of questions. She also admitted their last Head of Success took most of the team with her, which makes sense now.

I applied online via LinkedIn and heard back from a recruiter via email. We scheduled a screening call, and after that, I set up a call with the hiring manager. When it was time for the hiring manager meeting, I had trouble joining the Zoom because the recruiter didn't include the passcode in the email. I finally got in, but the hiring manager seemed really uninterested. She was typing my answers into a form, which was distracting, and only seemed to care about my average deal size and quota, not my actual skills or experience. After the recruiter emailed about next steps, I decided to withdraw my application.

I applied online and right away got invited by the recruiter to do 2 assessments: the first was a simple word selection about myself and how others see me, the second was a 50 question / 20-minute timed cognitive assessment with practice rounds. I finished it fast and was invited to schedule a 30-minute Zoom call with the recruiter. The recruiter was very energetic and explained the process and asked good questions. She said she'd update me by the end of the week or early next week, but I never heard back, not even 3 weeks later. I was surprised to not hear anything, especially since the company makes an HR tool. I also asked about the cognitive assessment and she said it's used to screen candidates based on how quickly they complete it after receiving the invite, so doing it fast is key.

The interview process spanned roughly two weeks and was efficient and thorough. Initially, there was a 30-minute phone call with the SDR Manager. Unlike typical interviews, the candidate was expected to lead the conversation and demonstrate interest, which assessed phone presence and question-asking ability. This was followed by a 2-hour onsite interview at the office, meeting four individuals: a current SDR, the CEO, the SDR manager, and the VP of Sales. The CEO provided an office tour, and then 30-minute discussions were held with each person. Most questions were standard for sales roles, with some lighter questions like 'what is your superpower' included. The SDR manager assigned a task to write a sales email to a chosen contact, selling the GoodTime product. All interviewers were engaged and focused on finding the right fit. After the onsite, two references were requested.