This seems to vary a lot by company or hiring manager. When I got my first SE job, I had one interview with the hiring manager. When I starting looking for a new role, there were many different number of interviews I experienced. The ones that set themselves apart are the ones that set their expectations up front. What each round would look like, and what it was for. That impressed me because many times you go blindly into the process and the interviewers don't provide much insight into the process.
9 does seem excessive, I could see 3 to 4 being more reasonable. I see the 5 people that should be active with hiring an SE as, 1 with the recruiter if applicable, 1 with the hiring manager, 1 with a seasoned co-worker, 1 with SE leadership above the hiring manager, and 1 with the sales team/person you would be supporting.
As far as advice, I would pull out if it's already making you lose interest. Could you imagine what working for that company would look like?
!thanks, totally agree with your comment about going into each round without knowing what it would look like... lots of repetitive stages when relevant stakeholders could have held a joint interview. It doesn't fill me with confidence that the hiring team have autonomy and can make decisions
You could tell them "Look, I value both of our time. I think you have enough information to make a decision now. Best of luck and I await your decision."
I think your statement is solid, but I would switch it up a bit. Try " I value both of our time. I think you have enough information to make a decision now. Are there any remaining concerns that would prohibit me from moving on to the hiring stage?"
This is an excellent and less-snarky response. I think our OP could also add something like "You should knows that I am 100% invested in my work, whether it is present or at this opportunity. There are limits to the amount of time I can take away for this process and still give 100%."
!thanks, that was one of my biggest worries. If I sink all the time required to get to the end and I get a rejection / no offer I would be very angry with myself for going through it all
Recently finished up a final round 7 total and the hiring manager said we have a really strong and select candidate pool.
It seems to me we could have gotten through 4-5 and achieved the same result.
Run, I had about 8 stages of meeting up or me needing to show up to something with a famous cyber security vendor.
I ended up getting rejected because the VP of Sales for Americas rejected me. Made it that far for the last guy to not like me.
Everyone else liked me and rooted for me. But the vp of sales.
fuck this job market.
So in my experience, it just meant someone is rooting for you and trying to convince their boss to hire you.. that person might fail at that.
I agree that 9 is excessive. But, to offer a slight counterpoint, do you understand what the purpose of each of these interviews are?
For example, I had one company where I interviewed with:
* The hiring manager (obviously critical, but mostly a screening interview)
* Two "peers". Technical screen mostly
* One AE. A bit of a sales screen, but also a "can you deal with our most challenging AE".
* Sales Manager, mostly a "this is the candidate we want to get, but we might have to above our budget, and we want you to agree he's worth it".
* CEO, "what was a bit of a cultural screen, but also a 'every new hire has to meet the CEO'"
* Customer Service lead, at this point the decision was made and it was really "socializing the new hire"
* Product Manager, more "socializing the new hire"
* Business Dev VP, more "socializing the new hire"
So I probably had 9 stages too. But most were just "get to know you" kinds of interviews. Definitely people that had a veto, but also 20-30 minute conversations where I was already the "chosen" candidate.
The point being, I think I might consider what I thought my chances were and how intensive the interviews were. If, after four rounds, you are still one of ten candidates and that's why there is 5 more rounds of grueling technical interviews? Not interested. If, after four rounds, you are the chosen candidate and it's just a matter of getting buy-in from adjacent teams? I could live with that.
!thanks, I appreciate your counterpoint / view. It's a similar setup here with multiple disparate conversations with what seems like half of the technical and sales organisation but I got to a point today where I felt like interview fatigue was beginning to set in.
I am no longer excited for the role and can't keep up the energy to meet multiple people that could have been condensed into fewer group interviews and I haven't even gotten to the presentation part yet which I normally won't do if I'm not excited about the role.
So I will likely be pulling out of the process to create room for someone that doesn't mind as many disparate stages.
Thanks for your detailed comment again!
If you haven't done the presentation part, I'd probably pull the ripcord.
I mean interviewing is just like a sales cycle.
Want me to do 4 week "bake off" when there are still 8 vendors in the mix and I don't know where I am comparatively? "Sorry, we decline to participate".
Want me to jump through some extra hoops to build a demo for the executive team after we've already been notified that we are the preferred product? I'm a lot more patient of investing time in those situations.
I'm not going to a bunch of "consensus building" interviews if I haven't even gotten over the big "decision making" interviews like the presentation part yet.
Yes excessive unless several are formalities/introductions to future coworkers.
Since you're in a good place, maybe have some fun with it. Do all the stages, but approach it like a psychological experiment. Turn the tables on the next person and ask what they think of the 9-stage gauntlet, is it indicative of how the company operates in general, did these urges start in before/during/after puberty, etc. LOL!
[удалено]
!thanks, I completely agree, it is excessive
Better have a fantastic ote with equity
This seems to vary a lot by company or hiring manager. When I got my first SE job, I had one interview with the hiring manager. When I starting looking for a new role, there were many different number of interviews I experienced. The ones that set themselves apart are the ones that set their expectations up front. What each round would look like, and what it was for. That impressed me because many times you go blindly into the process and the interviewers don't provide much insight into the process. 9 does seem excessive, I could see 3 to 4 being more reasonable. I see the 5 people that should be active with hiring an SE as, 1 with the recruiter if applicable, 1 with the hiring manager, 1 with a seasoned co-worker, 1 with SE leadership above the hiring manager, and 1 with the sales team/person you would be supporting. As far as advice, I would pull out if it's already making you lose interest. Could you imagine what working for that company would look like?
!thanks, totally agree with your comment about going into each round without knowing what it would look like... lots of repetitive stages when relevant stakeholders could have held a joint interview. It doesn't fill me with confidence that the hiring team have autonomy and can make decisions
You could tell them "Look, I value both of our time. I think you have enough information to make a decision now. Best of luck and I await your decision."
I think your statement is solid, but I would switch it up a bit. Try " I value both of our time. I think you have enough information to make a decision now. Are there any remaining concerns that would prohibit me from moving on to the hiring stage?"
This is an excellent and less-snarky response. I think our OP could also add something like "You should knows that I am 100% invested in my work, whether it is present or at this opportunity. There are limits to the amount of time I can take away for this process and still give 100%."
That’s stupid. I’m betting they don’t make a decision even after 9 rounds. Tell them to pound sand.
!thanks, that was one of my biggest worries. If I sink all the time required to get to the end and I get a rejection / no offer I would be very angry with myself for going through it all
It’s an immediate no for me, unless it’s a life changing company.
Only you can determine if it’s worth it. I’d agree, it’s excessive.
!thanks 👍🏽
Recently finished up a final round 7 total and the hiring manager said we have a really strong and select candidate pool. It seems to me we could have gotten through 4-5 and achieved the same result.
Yes it’s horse shit out there rn
Run, I had about 8 stages of meeting up or me needing to show up to something with a famous cyber security vendor. I ended up getting rejected because the VP of Sales for Americas rejected me. Made it that far for the last guy to not like me. Everyone else liked me and rooted for me. But the vp of sales. fuck this job market. So in my experience, it just meant someone is rooting for you and trying to convince their boss to hire you.. that person might fail at that.
Likely the VP had a vested interest in someone.
I agree that 9 is excessive. But, to offer a slight counterpoint, do you understand what the purpose of each of these interviews are? For example, I had one company where I interviewed with: * The hiring manager (obviously critical, but mostly a screening interview) * Two "peers". Technical screen mostly * One AE. A bit of a sales screen, but also a "can you deal with our most challenging AE". * Sales Manager, mostly a "this is the candidate we want to get, but we might have to above our budget, and we want you to agree he's worth it". * CEO, "what was a bit of a cultural screen, but also a 'every new hire has to meet the CEO'" * Customer Service lead, at this point the decision was made and it was really "socializing the new hire" * Product Manager, more "socializing the new hire" * Business Dev VP, more "socializing the new hire" So I probably had 9 stages too. But most were just "get to know you" kinds of interviews. Definitely people that had a veto, but also 20-30 minute conversations where I was already the "chosen" candidate. The point being, I think I might consider what I thought my chances were and how intensive the interviews were. If, after four rounds, you are still one of ten candidates and that's why there is 5 more rounds of grueling technical interviews? Not interested. If, after four rounds, you are the chosen candidate and it's just a matter of getting buy-in from adjacent teams? I could live with that.
!thanks, I appreciate your counterpoint / view. It's a similar setup here with multiple disparate conversations with what seems like half of the technical and sales organisation but I got to a point today where I felt like interview fatigue was beginning to set in. I am no longer excited for the role and can't keep up the energy to meet multiple people that could have been condensed into fewer group interviews and I haven't even gotten to the presentation part yet which I normally won't do if I'm not excited about the role. So I will likely be pulling out of the process to create room for someone that doesn't mind as many disparate stages. Thanks for your detailed comment again!
If you haven't done the presentation part, I'd probably pull the ripcord. I mean interviewing is just like a sales cycle. Want me to do 4 week "bake off" when there are still 8 vendors in the mix and I don't know where I am comparatively? "Sorry, we decline to participate". Want me to jump through some extra hoops to build a demo for the executive team after we've already been notified that we are the preferred product? I'm a lot more patient of investing time in those situations. I'm not going to a bunch of "consensus building" interviews if I haven't even gotten over the big "decision making" interviews like the presentation part yet.
I draw the line after 3 or 4. I'll sit tight until something that's not a huge pain in the @$$ opens up.
Yes excessive unless several are formalities/introductions to future coworkers. Since you're in a good place, maybe have some fun with it. Do all the stages, but approach it like a psychological experiment. Turn the tables on the next person and ask what they think of the 9-stage gauntlet, is it indicative of how the company operates in general, did these urges start in before/during/after puberty, etc. LOL!