LiveEO GmbH interview questions

5 stages including initial recruiter screening and case study. Pros: Quick progressing through the various stages. Interactive interview with hiring manager. Cons: Lack of salary transparency. Recruiter didn't check salary expectations until after two calls and the case study and subsequently didn't follow up on her promise to run it by the hiring manager and revert. First time I've encountered having to go in blind on budget for a role, which wasn't superbly reassuring. The case study was neither reviewed nor utilised by any of the subsequent interviewers. Despite the fairly extensive ask, the case study would have be ok if it had been utilised however, neither of the last two interviewers had viewed the recording. The last few interviews didn't quite follow the usual set up for digging deeper and elaborating on previous discussions either. Rather they felt as two somewhat less organised additional initial screening interviews, to a point where having them seemed somewhat redundant. Lack of clear JD. The job was presented as a partner manager role. Later transpired it was a combined partner manager and BDM role as well as only in the 5th stage was it disclosed that a requirement was previous partner management in the US rather than just EMEA. Creating a written JD containing the details of the role could be most helpful to ensure both sides have accurate information on whether or not to invest their time in the process. Unnecessary lengthy process. The interviewing process could be heavily effectivised.

The interview process felt lengthy and could benefit from a clearer structure. It involved three stages, which made it feel drawn-out. Some of the questions were not well-organized and could be simplified or grouped by topic for a more focused experience. Additionally, some questions felt repetitive or overly detailed, which added to the length without necessarily adding value. Streamlining the process by reducing the number of interviews and refining the questions could make it more efficient and engaging for candidates. Overall, a shorter and more structured process would likely be more effective and leave a positive impression