Sovrn Interview Questions
& Process

The interview process started with an HR screening that lasted around 15-20 minutes. This was followed by a 30-minute phone call with the Hiring Manager. Then there was a 2-hour interview session with different team members. I received a generic rejection about two months after the final interview, stating they were looking for someone with more experience, which contradicted the job posting. I had a positive feeling throughout the process until the end, with assurances that things would move quickly. However, after two months of waiting and poor communication (one vague response and one no response to my follow-ups), my excitement faded, especially when compared to other companies. I initially thought I was being ghosted by Sovrn until the rejection came. My advice is to have a clearer understanding of what you need before engaging candidates for such an extended period.

The interview process was efficient. I initially met with the VP to see if we were a good fit for each other and the role. Then, later that week, I had 1:1 interviews with several Directors, VPs, and team members. One team member was unavailable due to travel, so I returned the following week to meet with her. I got an offer a few days after my last interview. The experience was great. While there was a clear process, the conversations felt natural and were more like discussions with direct questions and follow-ups, rather than a rigid interview. I didn't feel rushed, and the topics were pertinent to the job and current company situations.

The interview process involved two phone screenings followed by an onsite interview at Sovrn's Boulder office. The onsite, held at their agile workspace with a coffee stand and kitchen, focused heavily on personality and behavioral questions. They asked as many questions as I did, so expect lots of interaction and a relaxed dress code (jeans and a t-shirt are fine). Despite a positive overall experience, they ultimately hired someone else. Looking back, I suspect they weren't sure what they needed. Sovrn seems to be in a major transition with new directors replacing those who left. Some interviewees couldn't clarify how new work items are taken in or prioritized, and admitted the project roadmap is unclear.

I was looking to switch over to sales after being in digital media for awhile and sovrn seemed like a great way to do that. I started with a phone interview, followed by in person 20 minute interviews by 3 team members. I was called back and interviewed with the director. The director was super friendly, however, he seemed to be putting on a show and used the word "retarded" numerous times. The interviews were all fairly easy and the following week I was offered a position. I'm seasoned in the industry and tried to negotiate to the highest end of the base salary range, which wasn't much at 35k. HR wouldn't budge despite me having 5 years of digital media experience and this position only required 1-2 years experience. This wasn't a deal breaker since a huge portion of my salary would be coming from a compensation plan, but the offer letter I received had zero information on the compensation plan it referenced throughout. I talked to the original director over the phone and he tried to ease my concerns, but still be could not provide me with details. He said he'd send me the compensation plan details in a few days. I received the plan the next week and had several questions. I wrote an email to the director and he suggested we hop on the phone and he would call me at a certain time. No call, so I emailed him to let him know I had other time free. He responds to that email the following week, which made me already feel undervalued and I hadn't even started. We set up time to talk that day and, again, he did not call me when he said he would. I ended up declining due to this negative experience with the director and the wishy washy answers I received.