PatientPoint Interview Questions
& Process

The interview process was an initial phone screen with a recruiter, then a technical screen, followed by an interview with the hiring manager, and finally a case study panel interview. They're pretty quick with scheduling and getting back to you.

Typical process. Recruiter screening > Hiring Manager interview > Technical/Behavioral interview > Offer. However, while the process is typical, the recruiter was amazing and always kept me up to date, trying to move the process along with urgency, which is greatly appreciated from the applicant's perspective. Overall, the interviewers were knowledgeable, personable, and professional. Great experience all around, and it really sold me that this was a company where I wanted to be long-term.

I applied through LinkedIn and the whole thing took three weeks from the first chat to getting the rejection call. First, there was a call with HR just to see if I was a potential fit. She was a nice lady. Then, I spoke with the VP of Marketing. She was great! Really cordial, professional, and kind. The third interview was with a panel and it was a total train wreck. We had zero chemistry because it felt like an interrogation. The demand-gen guy was so annoying and full of himself, I thought he was in charge. The other two ladies were alright, but I couldn't understand some of their questions, it was like word soup and I had to ask them to repeat themselves. I knew right then I wouldn't get an offer after that interview. Honestly, I'm relieved because that's not the kind of place I want to work. In marketing, sales is key. They're struggling to figure out how to overcome objections and shorten sales cycles with current clients.

I applied for the Ophthalmology Account Executive role and got an email the next day for a phone screen. The recruiter said, "If you are ready to get back to work, then we can schedule an interview after the assessments." This shocked me since I had explained I was laid off and my resume showed great sales performance. I was then given two pass/fail assessments on my sales skills. After completing those, I had an onsite interview at the local office which lasted 2.5 hours. They reviewed my resume and asked me to detail my previous sales process, how I'd prospect, and if I could re-engage past clients. I knew about the acquisition of the local office by PatientPoint. The recruiter said they were impressed and wanted to set up a virtual interview with a corporate leader for about an hour. They mentioned a sales role-play would be included. However, when the virtual interview started, the interviewer said they didn't know why it was scheduled for an hour and only had 20 minutes, didn't have questions for me, and asked what questions I had. I asked about the rest of the process and was told the next step was the sales role-play, and I'd hear back by the end of the next business day if they were interested. I was also told there were "no red flags" and I was "in the mix." I sent a thank-you email that day mentioning re-engaging clients. The next day passed with no contact. Almost a month later, I got an email saying I wasn't selected. The local office might not have much say in hiring due to the acquisition, and the role was more about selling a subscription marketing platform than ophthalmology specifically, leveraging vendors to get eye care physicians to pay for it.