Samanage Interview Questions
& Process

I had an HR Call Interview first. Then, I had an in-person interview with the Team Manager where they asked technical questions. After that, I had another in-person interview with the Group Manager, also with technical questions. Finally, I had an HR Call to go over everything and discuss the job offer and its conditions.

So I had a phone interview first, super basic, lasted about 25 mins. They said I'd hear back in a week. Then 3 days later, I got another call to set up an in-person for 2 days after that. It was supposed to be in person, but ended up being a Google hangout which was fine. It went for about 52 mins, and the interviewer was really professional and seemed to really care about the company and his team. Again, I was told I'd hear back within a week, which I was super impressed with because usually it takes way longer. I got an offer the next day, which was awesome. HR there really knows what they're doing.

The interview process was fast and painless, mainly due to Brandon who was my initial contact and help throughout the process and the great people that interviewed me. I was very impressed with the company and no matter what the outcome, I will speak highly of Samanage. I had a phone interview with the Career Opportunities Manager first, then had an onsite interview with the Corporate Communications Manager and Director of Demand Generation. Afterwards, I was called for a final round of interviews with the Acting VP of Marketing and Chief People Officer. They told me they will let me know of the final decision in 48 hours. Thank you so much for a great experience!

The initial phone chat went well, but when I arrived for the in-person meeting, it became apparent they had an age bias. The interview that followed felt shallow and unfocused. This was with an executive who kept me waiting for 13 minutes. During our handshake, they checked their phone and said they had to cut it short due to a family emergency. I think it would have been better if they'd just rescheduled rather than checking their phone and asking questions that strayed way off the topic of product. Unsurprisingly, I was disappointed when the executive cited concerns about not being a "cultural fit" with the offshore team, seemingly overlooking my experience working with people and companies in Israel and Jordan.