Housecall Pro Sales Development Representative Interview Questions
& Process

My interview process started with a 20-30 minute phone screening. After that, I had interviews with three of the Sales Managers. The initial phone screening really made me feel like Housecall Pro was the place for me, offering something different from other companies. This feeling continued with the in-person interviews, where they kept things relaxed and focused on what they could offer me, just as much as what I could offer them. It was more of a conversation than a high-pressure situation. The panel made me feel comfortable enough to be open about myself. They were interested in my background and why I was interested in the company, and they also shared why they joined. Leaving the interview, I felt great because they were so open about their personal stories and answered all my questions. Following the interviews with the Sales Managers, I had a 1-on-1 with the COO. This was also very conversational and I felt comfortable the whole time. The whole process felt really good, and I was eager to hear back.

The interview process was pretty standard. It started with a quick initial phone interview, followed by an in-person interview at the office. I did notice that everyone at the office seemed to be 30 years old or younger, which made me feel like they might not be interested in hiring anyone over 40. This is just my opinion, not a fact, but I felt there might be some age discrimination happening, even though they seem to be politically correct about it. I believe they should focus on diversifying their staff by age, not just race and gender, as they are already diverse in those aspects. Despite being highly qualified, I was not offered the position.

The application process itself is pretty unique and was a big draw for me to join the team. First, you actually have to apply by calling either the VP of Sales or the Director of Training. I got Ryan's voicemail and left a message. If your background seems like a good fit, they'll reach out to you to move forward. When I was hired, we didn't do a phone screen, but that's something we've added now. Step 1 involves a personality and aptitude test to see if you have the qualities we value; company culture is key here, and it's worked well for finding like-minded people. It's not a difficult test; if you're driven and outgoing from your sales background, you'll do great. Step 2, if you pass the test, is creating a short presentation for the VP of Sales and the Director of Training. You'll get a scenario where you need to pitch the HouseCall product to a company that could benefit from it. Josh and Ryan really get into character, so don't be surprised. Make sure to ask questions about their business, understand the product, and offer solutions to their problems. Most importantly, have fun with it – I really enjoyed this part because I learned a lot about the product and our customers. Step 3, if you get past the presentation, is an in-person interview at the office. When I interviewed, I met with Roland, Josh, and Ryan. The office interview was pretty relaxed; they focus on getting to know you and your history. They're good at judging character and ensuring you understand HouseCall's mission. Don't hesitate to ask questions; we're very transparent and will provide honest answers. Remember, this is a startup, and everyone is working hard to make the company successful. If you're hesitant about working hard or contributing to a team that's constantly improving, this isn't the place for you. You'll work hard, but I can honestly say I've never worked with a better group of people.