Vimeo Account Executive Interview Questions
& Process

The process was amazing, with a lot of connection with different teams, going through HR, Marketing, Sales, and other roles. It's a process where you can get to know the teams and the company's processes better. I really liked the process.

They reached out to me on LinkedIn, put me through 8 interviews incliuding a panel, got me excited abut the role, gave me nothing but positive feedback, then after sitting on the decision for a week they rejected me as they decided to change the job requirements. This felt cruel and a colossal waste of my time

I interviewed for a senior role. The first interview with the hiring manager was good, very strategic and fitting for the role. But the second interview with a junior manager was totally different. It felt scripted and not right for a senior position. The questions felt more for a mid-career person, making the process feel disconnected from what we first talked about. A big issue was that they didn't share any evaluation criteria upfront, even when I asked. Normally, companies share their expectations so candidates know what's being assessed. Without this, it's not a fair process, favoring certain interview styles over finding the best fit. This can also be tough for neurodivergent candidates, like those with ADHD, because: It's harder to prepare without clear criteria, adding stress. Rigid questions don't work for different ways of thinking. Overly structured Q&A doesn't show leadership or strategic thinking. The hiring process lacked transparency, flexibility, and fairness for senior candidates. A better approach would be: Share criteria beforehand for equal prep. Use discussion-based interviews, not rigid Q&A. Assess real strategic fit, not just answers. This process felt unfair and not suitable for the role's level. If they want top senior talent, they need to change how they evaluate.