Pursuit Sales Solutions Interview Questions
& Process

The interview process was super transparent, communicative, and fast-paced, with about 3-4 rounds. I really liked meeting with everyone; it was an interactive process. You have to work hard and put in effort to separate yourself from the competition, but it is worth it. Great leadership and well-communicated values and expectations.

The interview process had about 3 to 4 rounds, including talking to the Director of Operations, the Vice President of Recruiting, and the Sales Trainer. It took around 2.5 weeks. The interviews were mostly about getting to know me, my background, and why I was interested in working at Pursuit. Everything went really well, and I was told I'd be a good fit. After my last interview on a Tuesday, I was told I'd hear back by Wednesday. As Wednesday ended, I emailed the VP of Recruiting to see if I should expect to hear back later that week. I never got a response. I emailed again the next day, still no reply. On Friday, not wanting to wait all weekend, I contacted my recruiter. He called me a few minutes later and explained that they had initially planned to hire 8 people, but due to a lack of job openings, they reduced it to 4 hires, and those selected had more experience. He mentioned I could try again in May when Pursuit is busier, or they could help me find a different role within their open opportunities, leveraging my sales background. I said I'd wait for May. At that time, I had 4 years of sales experience and a few months of recruiting experience, and the job required at least 1 year in sales or recruiting. This news was surprising because I was very invested in the company, role, and process, especially given how well the interviews seemed to go. I sent another follow-up email to the VP of Recruiting on March 17th, asking for feedback on how I could improve in interviews and inquiring about the May recruiting process, since I had already completed the 4 rounds with Pursuit. I didn't receive an answer. When the May hiring process began, I noticed more Sales Recruiter job postings on Pursuit's board. I applied for two of them, and a recruiter reached out. During our call, I shared my interest and my previous interview experience with Pursuit. He said he'd email me with the next steps. I followed up twice after that call with no response. Then, I saw more Pursuit recruiters posting about the same opportunity, and I kept applying. I eventually received an automated rejection via LinkedIn. Given the time, dedication, and effort I put into this interview process, I expected a more professional and personal response, or at least a simple reply to the many emails I sent seeking feedback and information about the May hires. Besides being ignored, I occasionally receive calls from Pursuit recruiters, likely due to my extensive sales experience, which further supports my qualifications for a Sales Recruiter role. Ultimately, it's not my decision, but I know I gave it my all. Reflecting on my overall experience with Pursuit, I realized I don't want to work at a place that claims to have an 'INCREDIBLE CULTURE' yet is comfortable leaving candidates hanging and handles communication so poorly. I wish I'd seen that earlier. You should do better. I hope this helps people at Pursuit understand that candidates aren't just numbers to meet KPIs. Recruitment is about building relationships, looking out for people's best interests, and making a positive, lasting impact.

A recruiter messaged me on LinkedIn, and the detailed job description really caught my attention. We had a quick call, and then I went to their office to shadow. The next step was meeting the VP. It seemed promising until I met her. She asked a lot of questions and then said they were worried about a market downturn and might not be hiring. Instead of ending it there, we talked for about 30 minutes. When I left, I spoke with the recruiter who originally contacted me, and he had no idea they weren't hiring. He thought they were looking to fill 2-4 positions. I never heard back after that. It felt like a waste of time, and it was inconsiderate not to update the recruiting team on the company's status before bringing candidates in multiple times.

It was a 4-5 step interview process. The interviews felt very conversational and my recruiter always had me feeling prepared going into each round. It’s an entry level position but if you’re going up against someone with more experience, good luck! The hiring team did not give me any real feedback after the interviews so we have to assume that experience is all that matters here. The process included: 1. An initial screen interview. 2. An interview with the Chief of Staff (60 Min). 3. A 2-hour shadow day followed by a 60-minute interview with the Director of Operations. 4. A final presentation on why you and why pursuit.