monday.com Account Executive Interview Questions
& Process

Got reached out on LinkedIn for a senior sales role and they set up a meeting with the company’s commercial leadership. The job was presented as strategic and enterprise-focused, so I expected a professional and engaging chat. However, the whole thing felt off from the start. The Zoom call started late with no apology, and the interviewer seemed rushed and distracted. They barely tried to build rapport or set context, and ongoing technical problems like a glitchy camera zooming randomly made it seem disorganized and unprepared. The interview kicked off with a strict prompt: “Tell me about your career in 30 seconds.” For a senior role, it felt too quick and didn’t allow for real conversation. I gave a short, high-level summary of my background, mentioning leadership wins and my interest in a performance-driven team handling complex, enterprise deals. The next question, “What are you bad at?”, came out of nowhere without any setup, making it feel more like a test than a discussion. I answered honestly, but the vibe didn’t encourage open sharing or feeling safe. As we talked, it turned into mostly a one-sided lecture about abstract hiring ideas and the interviewer’s personal thoughts on 'intelligence' and what they look for. Instead of checking for mutual fit, it felt like a screening process with not much substance. At one point, the interviewer made a comment that seemed flippant and dismissive. They called it feedback, but it felt more condescending than helpful, raising concerns about how people interact in leadership. A small detail that stood out was seeing what looked like a fake Rolex Daytona-style watch flashing repeatedly. While maybe minor, the flashy display felt performative and like a symptom of a bigger issue: prioritizing appearance and status over being genuine and connecting. In an interview, it was distracting and out of place, reinforcing the impression of style over substance. The overall feel and structure of the interview suggested a hiring culture that might favor aggression and filtering over strategic talk and building trust—methods that might work for junior sales but seem off for enterprise roles where teamwork, credibility, and managing long-term relationships are key. In short, the interview didn't match the company's brand image. Even though the job itself might still be interesting, the interaction left me questioning the internal culture, leadership style, and candidate experience. Companies wanting to attract senior talent should make sure their interview process shows professionalism, clarity, and respect at every step.

The whole interview process was thorough and organized, starting from the initial HR chat all the way to the final meeting with the managers. Everything felt purposeful and considerate of my time, and I really enjoyed the positive and engaging atmosphere throughout. Sadly, even though I loved the process and everyone I met, the final salary offer wasn't what I expected, so I had to pass. Still, I came away with a great impression of the company and the team.

The first conversation was with the recruiter, and they spent the first five minutes fixated on my salary expectations instead of giving me any information about the job. The next interview was with the sales team. It was a typical talk about me as a candidate and my sales background. I had to do a discovery call for this interview, but they didn't give me any instructions on how to prepare. The use case was emailed to me as if it were part of the discussion. Although I led the discovery call, the team had trouble with the role-play and seemed to have limited English skills. None of the interviewers across the three rounds could clearly describe the sales territory, so I had to guess. They also didn't seem very knowledgeable about sales. When I asked the recruiter tough questions, they were dismissive and unprofessional.