Nextep Management Consultant Interview Questions
& Process

I was contacted through LinkedIn by someone from the company. I had an interview with one of their recruiters for a position in Salt Lake, and it went very well. They said I'd have a follow-up interview in a few days and explained what it would entail. After that initial call, the interviewer ghosted me and didn't reply when I reached out, even though she told me to text her with any questions or if I wanted the process to speed up. It was a pretty strange experience overall.

After I applied, a Senior Recruiter contacted me to ask how I found the job, what drew me to the role and company, and my availability for a call. A few days later, I had a phone interview that covered my sales background, career highlights, and skills. They explained the job more and said I was advancing. The next step was a video interview done at home. It had 10 questions from different Nextep staff, and I could answer at my own pace, but there were time limits and restrictions on re-recordings. It was a good way to virtually meet potential colleagues, and the questions seemed focused on personality and behavior. After submitting, I was told I'd interview with my future manager, the Regional Sales Manager. That interview focused on my sales history, my knowledge of Nextep, and my personality. Then, I learned I'd have a final interview with executives: the VP of Sales and the Chief Sales & Marketing Officer. A few days later, I interviewed with the VP of Sales, who again asked about my sales experience and how I'd fit at Nextep. The whole process was great; Nextep clearly values their hires, with recruiters offering support to help me showcase my personality and qualifications. I was thrilled to get an offer and join the team!

I had an initial phone chat with the Recruiter. Then, I did a video interview where I recorded my responses to some questions. About a week later, I interviewed with the local RSM. The final step was flying to Corporate in Norman, Oklahoma for two separate interviews: one with HR and Marketing, and another with Senior Management (VP, Operations). The Recruiter, HR, and Marketing teams were great, but the senior management had significant ego issues. They didn't explain the training process clearly, which led to them being passive-aggressive and micromanaging.