HR and then straight into Sales leader. After that a panel conversation was to be set up. The panel was formed of both sales leadership and other AEs in the team

I recently went through the recruitment process for the Account Executive position at Roller. The process involved an initial screening with a recruiter (30 minutes), followed by interviews with the VP of Sales (30 minutes), RVP Sales (30 minutes), Senior AE (60 minutes), Lead Solution Architect (60 minutes), and COO (60 minutes). It concluded with a mock and discovery call (60 minutes). Unfortunately, despite making it through multiple rounds, I couldn't make a favourable impression in the final stage. This is concerning because it raises questions about the hiring team's ability to recognize potential beyond isolated instances of perceived inadequacy. It's important to note that job competencies are often acquired through training, so it's perplexing that a candidate who demonstrated proficiency throughout the selection process wasn't considered further due to underperformance in a singular evaluation. This prompts reflection on the selection criteria and the capacity of decision-makers to discern capabilities beyond individual interactions.