seoClarity Interview Questions
& Process

It was a three-round interview process. The first was a surprise phone call with the Talent Acquisition Manager. It felt like a standard initial call where they asked about my experience, why I applied, confirmed the salary range, and if I was okay with remote work. Then, I had to prep a PowerPoint presentation about an SEO blog post. The second round was the presentation itself to the VP of Client Success and a Sr. Client Success Manager, followed by some questions. The third and final call was a remote interview with the same VP and Sr. Manager, where they asked typical questions about my past experience, how I collaborate, and my time management skills. Preparing the presentation was tough, and the talent manager later said I could have asked for more time. I found the interview difficult mainly because the pay was really entry-level for the amount of prep work required for that presentation, which felt like what a staff member might expect.

Interviewing with SEOClarity was a good experience overall, though it involved 5 interviews and 2 writing samples, which is more than I've encountered before. The stages were: HR Phone Interview, Marketing Director Video Interview, a short (200-word) Writing Sample, SEO Content Manager Video Interview, VP of Product Marketing Video Interview, and a final Video Interview with the COO. A paid writing sample of 600-800 words was also required. Fortunately, the whole thing happened within a week, making it busy but quick. The team was very friendly, and HR kept me updated throughout. They were communicative about timelines, and even though I didn't get the job, they let me know promptly, which is appreciated as many companies ghost candidates. I still think 5 interviews is excessive for a non-director role; they could have combined interviews 2 & 3 and 4 & 5 into panel interviews, especially since many questions were repetitive. The quick turnaround (under 3 weeks from start to decision) made the experience positive. If it had taken months, it would have been less enjoyable.

I applied for the job on LinkedIn and the recruiter emailed me to chat about my experience. The recruiter said I was a good fit after the screening call based on the JD and my background. The interview was delayed by 30 mins. The VP of Services interviewed me and was really snarky. He spent 90% of the interview talking about how my skills weren't a match (like JavaScript, structured data) instead of suggesting a better role. He just smirked when I explained that what he was asking was outside my previous roles. The recruiting and senior leadership needs to get it together and treat candidates with respect.

The process involved a recruiter phone screen, a video call with the hiring manager (COO), another video call with the CMO, and a 30-60-90 day presentation to the COO, CMO, CEO, and some other team members. Overall, the process was fine, but the major issue is that after going through all the steps and expecting a decision within a few days of the final presentation, I never heard back. This was even after I followed up multiple times. I understand if a company chooses a different direction, but not having the decency to follow up after I invested significant effort in preparing for the presentation is unprofessional and reflects poorly on the company.