MARQUIS Interview Questions
& Process

Applied through LinkedIn, and then got a response for a phone screening 3 days later. I joined the initial call, where we covered my experience and standard questions. It was a very polite call. Two business days later, I moved to the next round, which involved a two-part personality and cognitive test via Predictive Index. Two more business days passed, and I was invited to interview with a manager. This interview was scheduled for four days later. The Zoom interview with the manager lasted an hour. We discussed standard questions, and they seemed to really emphasize heavy outbound calling, though they did say targets often don't pick up and calls might not be long. They asked about exceeding quota, my success history, overcoming objections, and my knowledge of financial services. It was a good meeting, and I was moved to the next stage. A week after that, I had an interview with a senior manager, which was on-site and lasted 30 minutes. We talked about my work history again and they asked specific questions about handling objections, how I reach prospects, the tools needed for success, and competitive landscape planning. The questions felt a bit different from the first manager's focus, which was odd. When I asked why the role had been open for two months, they said they were "picky," which I found strange given the last two hires for the same role. After the second manager meeting, we scheduled an in-person role-playing "visit" with the initial manager acting as two prospects. I got the scenario 15 minutes before, although HR had outlined it in an email a few days prior. This seems to be a common approach now. I had considered possibilities beforehand and prepared 15 discovery/follow-up questions. I also researched the platform, solutions, and objections. The only curveball was a change in "guests," which is exactly what happened. I didn't get the offer. I got two conflicting reasons: I didn't ask enough questions about the role, and they were moving forward with candidates whose experience was a better match. I suspect the two decision-makers weren't on the same page from the start, possibly looking for different skills. My suggestion is to align on the ideal candidate profile and avoid sending mixed signals about what you're looking for.

The interview process was long and tough. It started with HR, then the CRO and CFO (both new hires) who I felt I connected well with. The final interview was with a 1099 contractor who does a lot of the day-to-day ops. The first three interviews were great and matched my background, but the fourth one was a mess. The contractor was late and fumbling for my resume. The vibe was way different, much more casual and not structured. She asked about Zoho dashboards, saying they're hard to use. I said you can always make them better with Power Query or Power BI. Then we talked comp plans. I laid out the three levels I've seen, and she said mine were way simpler than theirs. It felt rude, and the whole chat was rushed and unfocused. I got rejected a few days later based only on her feedback, which was a bummer since I thought I did well with the CRO and CFO, and it's weird a contractor had the final say.

I had a phone screen and then met with 2 excellent C level reps. After that I was passed down to people who worked on the 'floor'. From the moment we connected on screen it felt like I was instantly dismissed. The interviews went from C-level very professional to informal, they could be barely bothered to find my resume. The person who interviewed me was not a full time employee.

My interview was pretty casual and short. The interviewer asked a lot of questions about my experience and also explained to me what was expected of me for the position I applied for.