Softcat Interview Questions
& Process

This was genuinely one of the worst recruitment experiences I’ve had. The process dragged on for three months, and I took two days of annual leave to complete multiple stages, including a full presentation at the final stage. Despite the time investment, the communication was consistently poor throughout; I had to chase at every single step. Emails went unanswered for long periods, calls were not returned, and there was zero sense of ownership. The recruiter was consistently unresponsive and extremely difficult to reach, making the whole process unnecessarily frustrating. After being told I performed very well and should expect a call within a week, I instead received an automated rejection email three weeks later. No call, no professionalism, just a generic response after months of effort. When I pushed for feedback, the reasoning given didn’t align with my actual experience. It later became clear the role had gone to an internal candidate, but they should have been transparent about it from the start instead of wasting candidates’ time. For a company with such a strong reputation, this level of disorganisation, poor communication, and lack of respect for candidates is honestly shocking.

I had a great experience in the interview process. The HR rep was helpful and made things smooth. The interviewers were friendly, professional, and asked good questions that showed me what the job is about. Everyone seemed nice and proud of their work. The company made a good impression, and it seems like a great place to work. I withdrew because I got another offer, but it was a consistently positive experience. I would consider them again.

It's a very thorough interview process. You start with recorded videos, then an assessment centre, followed by a panel interview, and finally a chat with the head of department or region. Throughout, you need to highlight your sales skills, major accomplishments, and how you aim to maximize earnings, all while showing a vibrant personality. The recorded videos are quite straightforward, asking why you're interested in Softcat and sales. The assessment centre is well-organized, usually with 15-20 people. Don't stress about being overly proactive during the general sessions by asking questions; it doesn't really help. What matters are the breakout sessions and tasks, as you're being watched closely. Be proactive in conversations with other candidates and try to take the lead in tasks. The first task involves presenting as a group, with allocated speaking times. The second is an individual task where you get a case study about a potential Softcat customer and have to convince them. This is where you connect with the customer and the product to justify why they should choose Softcat. You get 10 minutes to prepare in breakout rooms. When you return to the main session, there's an open Q&A where each candidate gets interviewed individually. My advice for the Q&A is, before you're taken to a private breakout room, focus on finishing your task rather than rushing to ask questions. You'll have time for that after your private interview. You also need to prepare a 2-minute elevator pitch on why you should be hired, which you should know about beforehand. If you're selected after this, you move to a panel interview, usually with two interviewers in person. Make sure you know your CV inside out because they'll dissect it. Also, refer to your CV during the interview to show you're aware of your achievements. They'll start by asking for a rundown of your career and the skills/achievements you've gained. Then, they'll ask about your knowledge of Softcat, so do your research across the board. They'll also ask what you know about the role, so read the job description carefully and have a prepared answer. The remaining questions are competency-based, covering how you handle rejection, times you've shown leadership, how you cope with difficult months, and a negative aspect of your skillset, among others. Be yourself; the interviewers are interactive, so engage with them and try to make them smile or laugh. If successful, you proceed to an interview with the head of department or region. The video interview lasts 30 minutes and, despite being the shortest, it's quite intense as they scrutinize your ability to apply your expertise at Softcat. If you lack B2B or cold-calling experience, be prepared to explain how your current skills can transfer to a Softcat environment and how you'd excel even further. You can mention a recent Softcat event to show your familiarity with the company. After this, you'll be notified of the job offer, either the same day or the next. It might seem daunting, but if you're energetic, funny, eloquent, and driven by money, it's harder to fail than to succeed.

It's a one-way video interview with four questions. You'll record yourself answering questions about why you want to be in sales, a time you failed and learned from it, and what about technology excites you. There's an optional question too. You need to show a document proving you can work in the UK/Ireland.