SMB Account Executive applicants have rated the interview process at Salesforce with 3.4 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 78% positive. To compare, the company-average is 79.4% positive. This is according to Glassdoor user ratings.
Candidates applying for SMB Account Executive roles take an average of 30 days to get hired, when considering 41 user submitted interviews for this role. To compare, the hiring process at Salesforce overall takes an average of 34 days.
Common stages of the interview process at Salesforce as a SMB Account Executive according to 41 Glassdoor interviews include:
Phone interview: 22%
Group panel interview: 20%
One on one interview: 15%
Presentation: 15%
Background check: 13%
Skills test: 6%
Drug test: 5%
Other: 2%
Personality test: 2%
IQ intelligence test: 1%
Here are the most commonly searched roles for interview reports -
I had the first interview with an inbound recruiter. She did not know much about the position at all but asked me tons of questions. They wanted numbers all numbers.
Interview questions [1]
Question 1
What is your quota? What did you earn? (Basically to see if you overachieved)
I had a really positive experience interviewing for an Account Executive role at Salesforce.
I was referred by an employee and assigned to a specific hiring manager who was incredibly supportive throughout the entire process. Every stage was well-structured — I was provided with clear expectations and even examples of questions, which allowed me to prepare properly.
The timing between interviews was very reasonable (about 1–1.5 weeks), and communication was consistent. The hiring manager stayed closely involved the whole time and was genuinely helpful and professional.
Although I didn’t receive an offer and understand I wasn’t the best fit for this particular role, I’m very grateful for the level of professionalism, transparency, and support I experienced throughout the process.
Tough process. Multiple interviews with final RVP on different teams. They didn’t seem interested, almost like they already had an internal hire ready. Waste of time it seemed, oh well.
The process has three stages: first, a recruiter screen; second, an interview with the hiring manager; and finally, a panel presentation as the last round in the overall interview process.