Softcat Account Executive Interview Questions
& Process

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.

The interview process was pretty straightforward. First, there was an online video call, followed by a virtual assessment centre that included both group and individual tasks. The final stage was a one-hour panel interview with two interviewers. Overall, it was a positive experience, and the people I met were very friendly and approachable. The main downside is that I haven't heard back yet. After the panel interview, I was told I'd get a response in a few days, but I never did. I followed up with an email a week later, and then called the office two weeks after that, and was told they'd noted my name and would be in touch, but it's now been three weeks with no callback. It's a pity because everyone I interacted with was great, and I could really see myself working there.

The process began with a CV check, followed by a video interview. Then there was an assessment centre (AC), a panel interview, and finally another video interview. The panel and video interviews seemed to ask the same questions, with the video interviewer being someone more senior. Initially, they asked basic questions about my interest in sales, Softcat, and its core values, along with my strengths and weaknesses for the role. This was followed by technical questions related to sales. My advice is to thoroughly research Softcat and understand the day-to-day responsibilities of the role. The AC involved three exercises: a group presentation (30 seconds per person) about Softcat, an individual task discussing a sales strategy (after a group discussion beforehand), and a final exercise on why I'm interested in sales and why they should hire me. They seemed to like me throughout, and I reached the final stage. I was told I wasn't sales-driven and lacked people experience, which I found confusing as I believed my previous jobs gave me significant people experience, even though I didn't have direct sales experience. Interestingly, the role description stated no prior sales experience was required. Overall, the process was well-structured, with timely responses and helpful feedback at each stage from a pleasant recruiter. While there were moments that felt a bit unprofessional, it might just be their laid-back company culture. I also noticed a lack of diversity, with no people of colour visible in the office.