MERGE Interview Questions
& Process

The infuriating part was going through 4 interview rounds and then being told 'there's been a change.' I put in hours preparing for each chat and felt a real connection with everyone I talked to. Then, I found out the role was being downgraded by two levels, and they hired someone else. If they had told me this in the first week, it would have been fine. But after FOUR rounds? Such a disrespectful and shocking waste of my time. To give credit, the recruiter was nice and kept me in the loop, but that doesn't matter when the company or department is so messed up they can't figure out their staffing needs. If this is how the team operates, I can only imagine the daily chaos employees face. Major red flags!

the interview process for MERGE was simple and strait to the point, they started off with a phone call with a recruiter that told you about the role and what to expect. this made it really easy to talk to them about what questions I did have for the next interview and being able to talk to the hiring manager and how my skills could contribute to their role. the final part of the interview was with the team I would be working with and being able to talk to them about my experience and having them see if it was a good fit.

The interview process was pretty standard, no tricky questions. The recruiter was eating lunch and not paying attention though. I'd answer a question about my strength in cross-functional collaboration with an example, and she'd immediately ask if I had experience in it, which I'd just explained. At the end, she gave the salary range, got defensive when I found it way lower than expected. The salary was much lower than Glassdoor's confident estimate.

So, I interviewed for the Lead, Email & SMS Developer (SFMC) role at MERGE, and it was a really great process. First up was Round 1, a 45-minute chat where the interviewers were super nice and made me feel comfortable showing what I know. Then came Round 2, a 30-minute assessment that felt like a good test of the skills needed, and it was pretty clear what they wanted. The final stage, Round 3, was a 90-minute technical round using a live SFMC sandbox, which was awesome for showing my practical skills. Drew Priebe, the Associate Director of Talent Acquisition, was really helpful throughout, and the Talent Acquisition Coordinator set everything up perfectly. Overall, MERGE made it a smooth and clear process, and I appreciated everyone who interviewed me.