Heap Interview Questions
& Process

The interview process began with a recruiter reaching out on LinkedIn. After an initial positive response, I was connected with another recruiter. The interviews were structured as follows: a 30-minute recruiter screen, a 45-minute hiring manager screen, a 1-hour portfolio review, and then a panel interview session. This panel session included a 20-minute prep call with a recruiter, followed by a 1-hour deep dive into my portfolio, a 1-hour product manager interview, a 1-hour technical interview, and a 1-hour "culture" interview. While the first two interviews went well, the panel interviews were challenging. I was specifically told by the recruiter that I wouldn't need to present additional portfolio work in the followup interview with the Design team, but this was the first thing asked of me, which caught me off guard. I would have been better prepared with specific examples if I had known about the portfolio deep dive. Additionally, the recruiter told me the main question for the "Culture" interview, and I prepared examples accordingly. However, the actual question asked was different, which also threw me off. It felt like a question designed to make the interviewee stumble, creating a negative impression of the company culture as untrusting and judgmental. Following the panel interviews, there was a two-week period of no communication from the recruiter, prompting me to follow up. The recruiter claimed to have called and emailed, but I received no such communication. Finally, I received feedback on why I wasn't selected, which cited reasons that were never directly asked about as specific questions during the interviews. If examples of certain things are critical for the role, they should be explicitly asked during the interviews. I had relevant examples I could have shared if prompted, and it's unclear why this wasn't identified earlier in the process. This experience led me to believe this isn't the right company for me, as their assessment seemed inaccurate and the interview process is a red flag. I hope they improve their hiring process and culture.

My interview at Heap started with an introductory chat, followed by a meeting with the hiring manager. The final stage was a panel interview with about six Heap employees from different departments. A part of this panel interview involved me giving a presentation on an analytical project I'd done before. I thought the structure was great because it allowed me to talk to many different people at Heap, and they also got to ask me questions. It wasn't a segmented process. Everyone I spoke with at Heap was really nice and helpful, right from the first call all the way to the offer. Talking to everyone was a big reason why I decided to join Heap.

I had 4 rounds of interviews with two Sales Directors, the VP of Enterprise Sales, and the Head of Talent. Heap focused on 3 main areas: cultural fit (growth mindset, integrity, curiosity), your sales track record, and your motivation for joining Heap. The first two interviews were mainly about sales processes, past successes and failures, your thinking, and cultural fit. The third interview was a one-hour "challenge" involving prioritizing accounts, choosing personas and crafting messaging, and a discovery roleplay. During the challenge, make sure to explain your reasoning for account selection and messaging. The company website has a lot of good info about the product and its value.

I got an email from a Heap recruiter to chat. We had a 30-min call where they went over the role and team basics, and talked about salary and benefits. Then, a 45-min call with the hiring manager, where we discussed my past docs work and what they need at Heap. After that, I went onsite for a presentation to 3 Heap employees. It was 10-15 mins about 3-5 ways I'd improve Heap's docs. Then I had 1:1s with each of them. Finally, I got an offer emailed, and we finalized it over the phone.