Lunchbox Technologies Customer Success Manager Interview Questions
& Process

I interviewed with the talent head first, then with my potential direct report (manager), and finally with the COO (exec team). All were 30-minute Google Meet virtual interviews and pretty casual. All three interviewers had different and unaligned expectations for the role. The COO interview was the toughest, and he seemed to try and scare me away. He didn't seem to speak too highly of the company or the current team.

I was reached out to by an internal recruiter for a Senior CSM position. I initially ignored their email, but they followed up three more times before I replied. My first interaction was a screening call with the recruiter, which went well. Afterward, the recruiter set up a meeting for me to talk with the hiring manager. This interview felt like a benchmarking session. The hiring manager, who had only been at Lunchbox for a few months and was in the process of building their CS team, focused all his questions on the processes from my previous jobs rather than assessing my suitability for this role. Five days after that, the recruiter contacted me to say I wasn't moving forward, citing that they were 'looking for a candidate with more seniority/experience.' This was unexpected as my experience and abilities were never discussed. To make matters worse, the recruiter never requested my resume throughout the entire process.

The interview process was very long, and made me feel very undervalued and strung along: 1. First Interview with a CSM 2. Panel (cross function team member and hiring manager) 3. Director and another person they brought as a surprise/last minute 4. Recruiter interview 5. Additional team member (Not sure who it was because I was rejected after the 4th) There were way too many interviews for this position. A decision could have been easily made after my 3rd interview with Director and the other person that brought in last minute. By that time, I had met with a colleague, cross departmentally, with the hiring manager and the director. Initially they had a 4th interview scheduled with the CFO--- (WHY?!) but later cancelled mentioning they are changing the process for this role, and rescheduled with the recruiter. It was very confusing to have a "screening like interview" with recruiters as my 4th interview. Also, it was very discouraging, and as a candidate actively interviewing I have entered final stages with other companies, while your team was still "passing the baton". The reason provided for my rejection was: the team has recently changed the profile of the felt that there are other candidates in the mix who are better suited for this particular role. -- I am sorry, but you should know the direction of this role when posting the position. There should be no reason why a candidate in the 4th round interview wouldn't be a "suited" for the role. The recruiter also couldn't state the salary range because she mentioned it was DOE and location of candidate. Is it inappropriate to have ambiguity in salary... So they should definitely be able to give a somewhat range. Every other company is able to provide one. There was 1 positive during my experience: I did appreciate the quick feedback after each round, and met some nice people.