The process consist of 5 interviews: 1. Talent Acquisition 2. Hiring Manager 3. Panel Interview with two diferent managers 4. Sales mock 5. Regional Director The process is very challenging, they look for a perfect fit. The process lasted about a month, I contacted the Hiring Manager on LinkedIn, I had the first interview with Talent Acquisition, then the following week I had the interview with the Hiring Manager and the same week the panel interview, the following week the Mock and the following with the Regional Director. The communication at all times was accurate, they resolved doubts about the mock, and they kept me informed of the following interviews. After the last interview, 3 days later they made me an offer. An extraordinary experience, very congruent with the values of the company.

Did not even make it past the screen call, due to Zendesk's policy of only hiring those who have at least a BA degree at the bare minimum. It's not uncommon to come across companies like this even in this day and age. It is just astonishing that companies would rather hire the recent graduate with no experience in sales, who ends up under-performing. Sure, some recent graduates just get it and end up doing well. However, I've worked with many individuals with all kinds of different professional work experiences from all walks of life — some with BAs/MS/MA and some without any degree. From my experience while working in the SaaS industry for the past few years, I’ve seen MANY individuals without degrees outshine the person with a MA, myself included. If it weren’t for my father battling cancer and me having to drop out of college to help out at home while working extra hard in my desired field of work, so that I could compensate for my dad’s inability to work, I would have had unlimited options of places to work who I could ennoble with my natural ability to execute the idealistic sales role. Wouldn’t you want to hire a person who embodies qualities such as resilience, grit, perseverance, and able to sacrifice for the greater good, over the recent graduate who can’t close a deal to save their life? My point is, not having a degree should be s deciding factor of whether or not a company allows this otherwise more-than-qualified candidate from pursuing their dream company or being able to work in a role they find matches their skills and expertise perfectly, especially if their work experience and history of performance is considered top tier. It’s 2020 and we are currently living in a pandemic! Celebrating diversity and inclusion regardless of the individual’s educational background should be a priority! If it weren’t for my father battling cancer and me having to drop out of college to help out at home while working extra hard in my desired field of work, so that I could compensate for my dad’s inability to work, I would have had unlimited options of places to work who I could ennoble with my natural ability to execute the idealistic sales role. Wouldn’t you want to hire a person who embodies qualities such as resilience, grit, perseverance, and able to sacrifice for the greater good, over the recent graduate who can’t close a deal to save their life? My point is, not having a degree should be s deciding factor of whether or not a company allows this otherwise more-than-qualified candidate from pursuing their dream company or being able to work in a role they find matches their skills and expertise perfectly, especially if their work experience and history of performance is considered top tier. It’s 2020! Celebrating diversity and inclusion regardless of the individual’s educational background should be a priority!