Validity Interview Questions
& Process

I had a good interview experience with Validity. The VP was really nice and open to just having a real chat instead of a typical interview. After that, I went to a case study round where I presented to the VP and the Director. They seemed interested during my presentation and asked good questions. Even though I thought the presentation was pretty good, they chose someone with more experience in this role and who had been at previous companies longer. It was still a fun process though, showing how good the team and work environment are.

I met with the hiring manager for an initial chat, then had a follow-up with them where I did a short sales training presentation followed by a more traditional Q&A. After that, I went to the Boston office for the same sales presentation, this time for the hiring manager and a group of four other employees (two virtual, two in person). They all had scoring sheets. After the presentation, they asked me round-table questions about my background and how I would handle different situations. I really enjoyed the interview process. Communication was fast and thorough, I felt respected and taken care of, and I got feedback right away. It was one of the smoothest interviews I've ever experienced. Cheers to Validity!

I found the interview process to be quite unprofessional. It involved three interviews in total: two over the phone and one in person. I also had to complete a contract review task. I was initially told that I would have further interviews with senior sales staff and the CEO. However, after waiting for two weeks, I received an email from the recruiter informing me that I was no longer being considered. My issue isn't necessarily not getting the job, but rather the lack of proper communication throughout the hiring process. It's frustrating when they suggest further interviews are planned but there's no real intention to schedule them. If this is how they handle potential employees, I can only imagine how they treat their current staff.

The interview process was multi-stage. It started with a Recruiter call, then a Hiring Manager (SVP) interview, and finally a Peer Leader (SVP) interview. The recruiter, who sounded like an old-school New Yorker, mentioned his extensive experience in management and immediately tried to lowball my salary to '$140k', noting the role was in-person in downtown Boston, my boss would be in the UK, and that I might be over-qualified. I stated I was open to discussion, as salary isn't total compensation and equity would be a factor. The interviews were scheduled and completed quickly within the first two weeks. However, the company went silent after the second round. I tried contacting the recruiter multiple times over the next two weeks, eventually sending a polite thank you. Ghosting is an automatic disqualifier for me. While I understand priorities can shift, especially in Q4, there's no excuse for unprofessionalism. A company that handles recruitment this way likely isn't a place I'd want to work.