Sales Development Representative (SDR) applicants have rated the interview process at Deel with 2.8 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 62% positive. To compare, the company-average is 51.8% positive. This is according to Glassdoor user ratings.
Candidates applying for Sales Development Representative (SDR) roles take an average of 18 days to get hired, when considering 37 user submitted interviews for this role. To compare, the hiring process at Deel overall takes an average of 20 days.
Common stages of the interview process at Deel as a Sales Development Representative (SDR) according to 37 Glassdoor interviews include:
One on one interview: 25%
Skills test: 20%
Phone interview: 18%
Presentation: 14%
Group panel interview: 13%
Background check: 4%
Other: 3%
Personality test: 3%
IQ intelligence test: 1%
Here are the most commonly searched roles for interview reports -
I applied through a recruiter. The process took 2 weeks. I interviewed at Deel (New York, NY) in Dec 2023
Interview
Great experience overall!
The interviews process is made of 4 rounds in total:
- Recruiter screening
- Hiring manager interview
- Case study presentation + call mock
- Director interview
The interview process was pretty smooth and went really well!
I applied through other source. I interviewed at Deel
Interview
Lengthy but was a great opportunity to learn and understand the scope of how the recruitment process is done. The opportunity to get to the final stage gave me more insight and will definitely help future applications.
Started off good, but ended up in disaster. Was the most messy interview process, no dates available. Was delayed and then ghosted and didn't even explain why I didn't get the job
The SDR interview process at Deel appeared highly organized at first, but the actual interaction felt biased and inconsistent. I had the impression that appearance and personal perception influenced the interviewer's attitude more than qualifications or experience. Once they seemed uninterested, the discussion shifted toward unnecessary questions with very little real engagement.
A professional interview should make candidates feel evaluated on their skills, not on subjective impressions.