Fast-growing technology companies recognize the strategic value of sales operations — but delivering that value first requires ops leaders to break the cycle of spreadsheets.
Enter: InsightSquared. We provide visual, actionable reporting on virtually all sales KPIs to empower sales operations to help leadership forecast more accurately, better manage sales pipeline, equip sales managers with the insights needed to provide individualized rep coaching, and advise executives on planning and analysis.
We’re headquartered in Boston, MA, where we are consistently named one of the best places to work.
Who are we?
We’re a team of driven, problem-solvers. We’re positive. We work hard to “get to yes.” We’re nimble. How nimble? Our product and engineering teams have completed more than 150 sprints.
We care deeply about sales analytics, data visualization, SaaS, and Boston sports. We’re also hiring.
InsightSquared is a Boston-based growing startup that's reinventing the way businesses are run and at the same time dominating the traditional BI establishment.
I have been working at InsightSquared full-time (More than a year)
a number of opportunities for professional & personal growth
Benefits are good but compensation leaves something to be desired.
I applied online. The process took a week. I interviewed at InsightSquared (Boston, MA) in December 2017.
I had a phone intro that went well; the hiring manager seemed impressed with a couple of my questions.
I took a 30-question Wonderlic (logic/vocabulary/mental math) test and a personality test online.
I'm not trying to be arrogant but I'm confident I scored highly on the Wonderlic test based on the practice test I took. I only mention this because they halted the interview process solely based on my personality test. I could understand and appreciate using a personality test to operate better in the workplace and empathize with coworkers, but it feels weird to use it as a gatekeeper.
I find it unusual that there seems to be no gray area. I feel like personality is something you can easily determine from an in-person interview--salespeople *understand* people, after all. I wonder how many people they're missing out on by ensuring candidates fit a certain mold on this test.
Even if this practice typical, that doesn't make it reasonable.