Hearsay Systems Interview Questions
& Process

This was one of the best and fastest interviews I've experienced. Although I didn't advance, I genuinely enjoyed the conversations, unlike at other companies where you don't get a chance to talk about yourself. It began when a recruiter reached out on LinkedIn. She was very clear about skill alignment and salary, and then set up the next meeting with the hiring manager. The hiring manager was incredibly cool, making the interview feel more like a relaxed chat with some tech discussions sprinkled in. He was great at connecting and keeping the conversation engaging. The interview ran over by 10 minutes because he took the time to answer all my questions about the tech stack, company culture, and teams. I really valued the opportunity to ask questions, which is crucial for me to gauge a company's culture, rather than just hearing an interviewer boast and interrupt. I would have taken the job if offered, especially with a manager like him! Unfortunately, they closed the position for reasons unknown.

6 rounds of interviews with a final mock QBR presentation. The presentation was straightforward with few follow-up questions. The HR department was quite disorganized throughout the process. For a candidate at the final round stage, it's important to show respect, especially when you ask for 1.5 months of their time and they put in the effort to prepare a presentation. HR sent an email to schedule a follow-up call after the final presentation but then went silent for a week. After I sent 3 follow-up emails to arrange the call, I had to contact HR myself to get a response. It would be beneficial to respect candidates, particularly when you require a significant time commitment in an extensive process.

I applied online and had 3 phone screens, then met 4 team members onsite. The onsite interview was okay. I learned two important things about the position and the company. First, they listed an Engagement Manager Role, but what they were looking for was a Business Analyst to write use cases and manage developers. That's quite a miss for an implementation department of a software company. Second, several interviewers mentioned the company's 'motto' - GSD - Get S@*t Done. Having been in startups most of my life, companies and employees that stress this have some Freudian need to prove themselves and most often engage in busy work. Conversely, the product is so bad, ProServ is running around deploying their own workarounds. In any event, not a good sign.

They really don't seem to value the candidate's time. My recommendation? Just have candidates come in once. I had a recruiter call, then a senior leader phone chat, then I went in to meet a senior leader and another person (the sr leader could only spare 15 min). Then they asked me to come back for another in-person, which felt like a waste of time...and then one last phone chat with another senior leader that they set up the day before. Everyone was pretty nice though. I didn't hear back until 3 weeks later, and that was only after I followed up.