Meltwater Sales Specialist Interview Questions
& Process

The team was very kind and supportive, even though the interviewer didn't seem very engaged at first. Overall, it was a great experience and I enjoyed the process. The interview left me feeling excited about the opportunity and what it would be like to work at the company!

The interview process has 4 main stages. First, there's an HR phone call. Then, you'll meet Meltwater in person for a 3-hour session to learn about the company and meet the team. This is followed by a 3-hour group interview, also in person, with small group assessments. The final stage is a 1.5-hour individual interview in person. You might also have additional in-person interviews or coffee chats with team members, each lasting an hour. Some people might be invited for coffee chats.

I applied via LinkedIn and was contacted by the Country Head. We had an hour-long phone call discussing my past experience and career pivots. He mentioned a subsequent Zoom call with him or his team, involving assessment activities, and a final call with his reporting manager for EMEA. Due to COVID, the next stage was a group Zoom call held on Republic Day. It was surprising as 10 candidates with varied experience (freshers to 4-5 years) were assessed together for two different roles. Six Meltwater members presented a company overview and requirements. The process felt biased towards candidates from specific Delhi University colleges. We were divided into groups of 3-4 to pitch Meltwater services to a client, with 10 minutes to strategize. Each group had to decide which company and services each member would pitch. Following this, there was a solo activity where each candidate discussed their passion and sales approach. I contributed ideas for myself and another member during the group pitch, focusing on strong proposals. Unfortunately, our team didn't perform well, despite my contributions. The process also seemed to evaluate juniors and seniors together, which I found odd. After this, I received no feedback. The lack of HR involvement was also strange. It felt unfair to assess freshers and experienced candidates using the same parameters, as their strengths and the value they bring are different. Experienced candidates have domain expertise and professional experience, while freshers offer zeal and new ideas. The evaluation seemed to favor polished English and accent over core skills, which develop with experience. Big companies manage one-on-one evaluations across rounds; this felt like a shortcut.