Liaison Technologies Interview Questions
& Process

I interviewed with someone who understood the programming work needed to move and manipulate the company's electronic data, which made more sense than talking to HR. The interview was laid back. Half the questions were about my personality, and the other half checked my fundamental understanding of the concepts I'd be working with. The interviewer was friendly and knowledgeable, and he ended up being my boss. After initial contact, it took about a week to get the in-person interview (after some emails back and forth), two weeks to hear back with an offer (with more emails in between), and another week for the paperwork. It's the best place I've worked.

So I can only really talk about the interview process itself. There were three separate 30-minute interviews that were all scheduled back-to-back. The first one was with the Sr. Director of Enterprise Sales, the second with the VP of HR, and the last one with the Sr. VP of Enterprise Sales. The Sr. Director kicked things off by talking about what he thinks makes him successful at Liaison, basically saying he's always mentally 'on' for work, living and breathing sales 24/7. A big part of this interview was about the job's requirements, emphasizing that for the first year, the main focus will be on lead generation for 2-3 other sales reps on the team. A lead is defined as a contact where Liaison provides the executive's name and number, and the Inside Sales Rep needs to call, engage them, and set up a follow-up chat with one of the senior sales reps about Liaison's services. The goal is to secure that initial conversation for the senior reps. They stressed that while the new hire might eventually help close smaller deals, the bulk of the first year is dedicated to cold calling to get those initial conversations. The interview with the VP of HR wasn't too intense; it mostly focused on observations from the candidate's resume. However, the VP of HR made it very clear that the new hire should expect the entire first year to be spent cold calling to get commitments for conversations from executives at prospective companies. It seems like Liaison wants to be upfront about the role's demands for the first year so the company doesn't have to re-fill the position in six months because the new hire got bored with lead generation, even if they were good at it. The final interview was with the Sr. VP. Again, it was pretty low-stress, no hard questions, and they didn't really ask anything to gauge how much research the candidate had done on Liaison or their industry. It was mostly a relaxed conversation, but again, they wanted to make sure the candidate understood the lead generation focus for the first year.

The interview process was pretty straightforward. I had a recruiter screening round followed by two more interviews. The recruiter was very active in scheduling, but after my last interview, they completely ghosted me and didn't respond to any of my follow-up emails, even though I sent several requests for an update. I'm assuming I didn't get the job, but I at least expected a simple rejection email from someone who had been so responsive earlier.

For the Seattle Office, expect like 1-2 phone screenings. Then, you'll have about 3 hour-long in-house interviews. If you do well, you'll get a final phone screening with a manager who's not in the office. One of the first phone screenings will be technical, and the other will be about your disposition, experience, etc. The in-house interviews will usually have two technical ones and one personal interview, with different people each time.