Splash Interview Questions
& Process

The interview process is extremely thorough and very detail-oriented. You need to give a thorough background of your experience and be able to discuss your long-term goals. Make sure to have a lot of questions that you want to ask and have your resume in front of you.

The interview process was very clear and communicative, I always knew where I stood. It started with a recruiter phone screen where we discussed my background and interest in Splash. Two days later, I had a Zoom meeting with the CSM team lead. I felt that meeting went well, but it was the last step for me. Although both the screen and the 1:1 seemed to go well, I suspect they were actually hiring for an Account Manager role but labeled it as "Customer Success Manager." During the second interview, I was told the role involves "capturing and monitoring renewals and doing cross-selling and up-selling," which in my view is more typical of an Account Manager. The position seemed very transactional and low-touch, whereas my understanding of a CSM role involves post-sales relationship building, helping customers achieve their goals, and maximizing product value (with upselling as a result), leading to organic renewals. I explained my perspective, which is how I operate in my current job, and I believe that might have been a reason I didn't advance. It's possible it's just a company-specific definition difference between CSM and AM roles, which often have overlap. Or, I might have just not been the right fit. Overall, the interview experience was fairly pleasant.

I applied online and then had a phone call with the hiring manager where we talked about how my skills fit the job. After that, I talked with my potential direct boss. We discussed my skills, and he asked for a portfolio, which I sent. He asked a question about my graduation year, which felt a bit off-topic and seemed like he was trying to guess my age. Once they looked at my portfolio, I moved on to speak with the customer support lead, who is in charge of the department the role sits in. Unfortunately, I got rejected pretty quickly via email because they had already offered the job to someone else. I figured they probably already had someone in mind who was further along in the process. If I had moved forward, the next step would have been an in-person presentation and interview.

The interview process started with a phone screen, followed by video conference interviews with team managers. The final round was an in-person sales presentation. I found the presentation direction and discovery card from HR to be lacking detail about the prospect, making it hard to guess the panel's roles. While feedback was mostly positive, they criticized me for not asking enough about the panel, which wasn't specified in the HR materials. They didn't proceed to an offer, citing this as a reason. I noticed a lack of diversity in the sales team, with few people of color visible in the office and on LinkedIn profiles, suggesting it might be a waste of time for minority applicants who may face vague 'not a fit' rejections.