Mirakl Consultant Interview Questions
& Process

A Mirakl hiring manager reached out to me for the initial interview, and then I went through three to four additional rounds with my future manager and other managers. Some rounds were specific to the role, including a business case, and two rounds focused on personal values.

I have the utmost respect for what this company has achieved and I am confident that they will establish themselves as the leading marketplace platform in this growing industry. But I was surprised by the poor experience I had when interviewing with them. They do a good job informing candidates about the process when first contacting them sharing presentations about the company and its culture. They claim to base their interviews and hiring decisions heavily on their 5 core values, much like Amazon bases their interviews on their more numerous but very similar 14 leadership principles. However, interviewees should not expect an Amazon-like experience. Having interviewed with both companies, the experience was very different. Communication with the recruiting team is one example, whereas Amazon was highly professional and efficient. The process with Mirakl felt disjointed. Interviewees can find themselves waiting for days for a reply, even after a follow-up email. Most disappointing, however, was the actual interview. The interviewer appeared to be completely unprepared and was at times borderline disrespectful. Interview questions did not revolve around the core values but rather focused almost entirely on talking though the CV and speaking in general terms about the marketplace model. My performance as an interviewee was sub-par, but I've never experienced such an awkward interview. It was impossible to overlook the reactions of the interviewer who appeared to have already made a decision within minutes of starting the interview.

The interview process started with 2 screened interviews. One was with HR and the other with the hiring manager. After those initial screenings, there were 4 interviews with hiring stakeholders. The 4 stakeholder interviews were all behavioral-based (STAR) interviews. Each of these interviews included a quick introduction/background, details about the position, one or more behavioral questions, and finished with time for the interviewee's questions and then discussing next steps.