Being a HR SaaS solution provider, I assumed Lever would have a solid interview process - they did not disappoint. My process was slightly different than most because I cold-called an AE and InMail'd the Director before applying to secure my interview. After hearing back from my application, the first step was a chat with another AE for a 15-minutes. This was a nice change from a standard HR screening call because I was able to ask more specific sales related questions. Round 2 was a double-header interview split into 2 sessions. The first was with the Senior Sales Trainer where we ran a mock cold call (info sent before the interview). This was a great moment to showcase my skills and get some feedback from a very experienced trainer and previous BDR Manager. A few hours after the first session of Round 2 I had a 1-hour chat with the Director of Sales/BDR. This interview also had a mock cold call in a similar format to the first. We went over the allotted time given the conversational nature of the interview. The final round was an hour chat with a Senior Recruiter. This was a more structured "Quest" interview to learn about my experience and the choices I've made and my accomplishments. Overall this was one of the longer processes I've been through but you can clearly tell Lever likes to have senior people meet their candidates to determine if they are a good fit for the team. I enjoyed having the chance to showcase my skills and dig deep into my interests, motivations and relevant experience to secure the role. ***If they give you feedback - implement it into the next interviews/calls. They are paying close attention to this to see if you are coachable.***

Intro call with an AE with basic questions like why this role, what you know about lever, etc. 2 Rounds with behaviourals and cold call role plays where you'll get feedback, then do the role play again. Final round with HR digging into your professional experience, looking to learn how you think and make decisions.