SimplePractice Product Manager Interview Questions
& Process

I had a connection refer me to a role, then a really positive interview with HR. I interviewed with the hiring manager and it went not so well. I was qualified for the role, I had good responses for their questions, I brought challenging questions for my side and yet they was overly negative the entire time. I tried to bring a positive energy, but I was met with pessimism about my qualifications. They ghosted me after. Sometimes people have a bad day and it holds true for the interviewer as well as the interviewee, but don't stack a negative experience without response. I would not suggest working in the product organization at this company.

I applied online, but then I also reached out to the recruiter on LinkedIn. After that, we had a recruiter call, then a call with the hiring manager, followed by a deep dive interview with the hiring manager. Finally, I had interviews with 3 other team members. The recruiter kept in touch after each step.

The interview process was very lengthy and took a lot of prep time. A recruiter called me after I applied for a sales position. In total, I had 10 separate interviews. Some interviewers had only been with the company for 3 months or less, which felt like a red flag. Some people in the panel interviews seemed distracted or uninterested during our Zoom calls, which gave me a negative impression. I think if a company isn't moving forward with a candidate, they shouldn't schedule 8+ interviews that waste everyone's time. SimplePractice requires candidates to read a 145+ page slide deck about 'cultural values' before interviews. This deck is modeled after a media group known for a toxic work environment. They have a 'performance only' culture where you'll be fired if you don't 'perform,' and they mention termination multiple times. They don't define 'good' performance, leading to constant uncertainty. They also emphasize 'radical candor,' allowing blunt feedback like 'you were terrible in that meeting,' which shouldn't be taken personally. This 'radical candor' could be misused. Based on the culture deck, they don't seem to invest in employee development, expect perfect cultural fit, and avoid answering questions about work-life balance or product/business outlook. After 10 contacts/interviews, I never heard back about not moving forward, which felt unprofessional.