SharpSpring Interview Questions
& Process

Did a take-home project using React, followed by 3 virtual interviews. The interviews were 1 behavioral, 1 technical, and a chat with the CTO. The technical interview was about 1.5 hours long with 2 senior software engineers and covered lots of web topics like API design, system design, and React.

So there were two interviews. The first one was with HR and the hiring team, and it was mostly about personality to see if I'd fit in with the company and culture. The second interview was more technical, with the actual department I was interviewing for. They asked some questions similar to the first interview, but this is where they dug into my job experience and work ethic.

I applied online for the Account Executive job at SharpSpring and got a call two days later for a screening interview. They said the next step would be a 90-min in-person interview with three people, but instead, I got an email to schedule another 30-min call with a hiring team member. This second call was super unprofessional. The interviewer, who's only been there four months, called me while driving to her doctor's, so she wasn't paying much attention, which was rude. She didn't read my resume well and kept asking why I wanted to move to Gainesville, even though I live there. I said I wanted a company with growth opportunities to use my experience, and she called that a red flag. She also implied I might only get an offer because there aren't many qualified people in Gainesville, which was humiliating. She didn't get how my experience translates to sales skills even after I explained it. The call ended after 15 minutes because she got to her doctor's, which was offensive. Companies like SharpSpring need to remember their employees represent them to everyone, not just clients. This interviewer didn't represent SharpSpring well, and it seems like they only care about money, not the human connection needed for success.

It started with a phone call with the talent manager, who originally said she wanted to talk about office visit times. We also went over some standard interview questions on that first call. Once I got to the office, the talent manager gave me a tour. Then, I sat down in a small room with the hiring manager and his boss. They asked a few questions, but mostly they let me do the talking. They didn't really dig into details or ask situational questions, and nothing was too tough to answer. It was pretty relaxed, allowing us to chat and figure out what we'd need from each other if we were to work together. The person who would actually be my direct manager didn't have any questions for me, and I suspect he was new to his role – smart move having his superior lead the interview. However, he was the one who later called my references, and based on some questions I heard about afterwards, I think he might have felt a bit intimidated by my experience or age. I would have enjoyed working with him – I truly believe we all have a lot to learn from each other, no matter where we are in our careers. But I also get that as a manager, you have to think about how well you'll connect with the person you're hiring, and I worry I could have done a better job making him feel more comfortable. After the interview, they asked for references and then a straightforward two-part writing assignment. Overall, I think it's a good company, and I was impressed with how well they showcase their culture. I wish them the best as they grow and improve their team, and I'd be open to interviewing for another role there down the line.