VocoVision Interview Questions
& Process

The interview process felt hurried, and there was pressure to accept the offer. The recruiter was pleasant and understanding but couldn't negotiate the salary to my desired range. The actual interview will be with the school.

After submitting my tech test and completing a phone interview, the interview was scheduled quickly. The interview itself only had appropriate, predictable questions, and the recruiter was helpful. The tech test was all about basic zoom functions.

A Vocovision rep will be there for your interview and connect you to the school district leader. Then, the school leader and other staff will interview you. After the interview, the Vocovision associate and school staff will discuss more details about the job.

So the interview process was pretty normal. What really caught my eye was the job description, calling it a 'Sales Executive' position. As I'm currently an inside sales exec and have been one before, I was immediately drawn to it, which naturally led me to the interview. During the interview, they talked a lot about sales skills, like cold calling people who had used VocoVision before for school placements, focusing on specific therapy backgrounds. They also mentioned closing deals. The way they described the cold calling, using lists of people who previously used VocoVision for school placements needing therapy specialists, wasn't the usual sales approach I knew. At first, I thought it was a good thing, less time spent on a step that could mean faster sales and a bigger paycheck. But the role wasn't really sales, it was a health recruiter. And your pay didn't really jump if you brought in more closed deals. Actually, about 8-9 out of 10 deals needed another recruiter to finish. Basically, my job was to find either an open position or a person needing one. So, I'd talk to a school needing a therapist or a therapist looking for a job, and another recruiter would have the other half of the deal. This meant you both closed it. Sounds good, right? Less work for the same close. But also less commission because you split it 50/50 with the recruiter who had the other piece. That’s why you never saw your paycheck reflect extra effort. They said it would make more sense once you did it a few times. For me, and this might be blunt, but they didn't explain upfront that little white lies might be common or helpful for success. If they had said, 'look, this is sales, and sometimes bending the truth helps,' I might have understood. Salespeople know this. If I came in for an interview, and we talked about a sales executive role, they should have told me what I'd really be doing, who I'd talk to most, and if they advised or expected me to 'twist' job details for success. If we agreed, then proceed. They should have been upfront about the fact that positions listed might not be available, just to get therapists to call so we could pipeline them for future openings. It's good to be proactive in sales, but don't lie about what you can offer a client, especially if they desperately need something and you can't provide it. That leaves a bad impression and puts you at the bottom of their list. A quick tip: if they had explained that 'twisting' details was common or beneficial for success, I'd have been okay with it. They should have clarified that it was more about recruitment and less about traditional sales from the start.