Ideals Account Executive Interview Questions
& Process

The interview process for the AE position was quite thorough and positive overall. It had five steps: first, a recruiter screen call, then a writing assessment, followed by a one-hour 'cultural fit' interview with the recruiter. Next was a mock sales call with a manager, and finally, an hour-long interview with the manager. iDeals really does their homework when hiring, and while it might feel a bit long sometimes, it's to ensure it's a good match for everyone. The recruiter and hiring manager were super responsive, and the mock call was actually a great experience because you learn a lot quickly before a 30-minute sales pitch based on what you absorbed in 45 minutes. All in all, a really good experience, I'd tell anyone to stick with it and ask lots of questions.

The interview process had several phases over six weeks, ranging from traditional conversational sessions to exercises that hard tested sales skills. I spent two sessions with the talent acquisition specialist and two sessions with the sales director, both of whom were stellar to interview with. The process was engaging, challenging, detailed and fun, and the thoroughness and professionalism of it gave me a lot of confidence in the quality of the company.

The interview process involved an initial chat with HR, followed by another HR meeting. Then there was an email test, a verbal reasoning assessment, and an IQ test. This was followed by a roleplay exercise where you get 30 minutes to review information and then present it in two roleplay scenarios. It felt unrealistic for a typical salesperson role. I thought I messed up the roleplay, and if that had ended the process, given the previous stages took 2 months, I would have been really annoyed. Honestly, your hiring system for salespeople doesn't find the best people, it finds people who got lucky on the day. The process is culturally specific to Ukraine, but having 7 boring stages over 3 months isn't the best way to find top talent for markets like the US, UK, or Asia. Companies should adjust their hiring to the markets they're recruiting in, not expect the markets to adapt to them.