WP Engine Account Executive Interview Questions
& Process

Screening call with Talent Acquisition Specialist. Then, a 30-minute VC call with the manager you report to. Second, a 45-minute role play with the directors. Finally, a 30-minute VC call with another hiring manager.

The interview process felt pretty efficient. I had to do a long online assessment, then a 30-minute phone screening. After that, there were four 30-minute interviews back-to-back. I thought I did pretty well, especially since I have a lot of sales experience, even though I don't have a tech background. I asked everyone if that would be an issue, and they all said it was more about fitting in with the team and being eager to learn. But then, a few days later, the recruiter called and said my lack of tech knowledge was the main reason they decided not to move forward, thinking the learning curve would be too much. So, either they were just being nice during the interviews or maybe a bit misleading. It's a bummer, but it is what it is.

I had a phone screen with the recruiter for an AE position and she seemed really enthusiastic about me advancing. After this initial conversation, WP Engine uses a personality test as a screening mechanism. It's crucial to understand that this test is a pass/fail hurdle. Although the test claims it's just one component of their hiring decision, this is misleading. Failing the personality test means you won't proceed. The test advises honesty, but I found that approach to be incorrect. Prior to taking the personality test, it's beneficial to research how to succeed on these assessments and how to answer the questions. It's much simpler if you prepare beforehand and learn a few strategies. This will prevent the frustration of going through interviews only to be rejected based on a personality quiz. I initially failed because I answered honestly, but I passed subsequent ones after researching how they operate. I didn't pass this initial one because of the personality quiz, which, in hindsight, is a significant red flag. Basing hiring decisions on such tests or screening people strictly on them is questionable and might indicate management issues. To WP Engine, your Glassdoor reviews mention ageism, and your company's diversity is clearly lacking. Implementing a pass/fail personality test seems to be exacerbating this problem. I suggest reconsidering your hiring practices and recognizing that individuals from diverse demographics, and people in general, are driven differently, possess distinct personalities, and have varied paths to success.