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Does anyone want to share their offer for a CSM role at a SaaS company? Base, comp, RSU? Final rounds are next week and was told offers would come fast so trying to do research now. Been with my current company in many times and a lot has changed! All help / advice is appreciated. ZoomInfo Gainsight Inc
Anyone recently received a tax manager offer from EY ? I’m going through final interviews and want to see what your experience was like (negotiation process, initial offer higher/lower than expected?, did you give them a salary expectation range? How long did it take from final interview to offer etc) TIA!PwC EY KPMG Deloitte
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Your assessments might be too long or difficult. These people have full time jobs and might have a family - if you’re not having luck with qualified candidates taking your assessments- get rid of them.
From the lists I’ve seen here, there seem to be companies using interviewing processes to get some free work and that is creating a sense that all projects must be free work and taking advantage of applicants.
I think you need to be clear about what it is you’re expecting - to understand how they think and they’re understanding of a subject via an applied method, rather than the ability and willingness to complete a fully thought out project.
Be clear about time expectations - you shouldn’t be asking for more than an hour’s worth of work.
Excellently said, and I couldn’t agree more.
I would never take an assessment. I just pass.
Really depends on the kind of assessment… if it’s one of those BS personality assessments, just throw them out. You’re wasting your money on something that’s academically proven to make negligible difference in predicting the success of a candidate in a role.
If it’s like SAT style basic math/reading comp/etc, throw it out. You should be able to quickly suss out if someone has a basic understanding of basic skills in the interview process.
If the assessment is highly specific and relevant to knowledge required for a role that includes a specific skilled outcome (coding, machining, flying a plane, etc…) then keep it short and sweet
It should not look like you’re asking for free work, meaning the task should not be related to your company. And it should be quick to complete.
We have a design thinking exercise that centers around a zoo - nothing related to our work. It takes about an hour to complete for someone with the required skills.
Which brings me to this point- I’m sorry if people don’t like assessments, but as a hiring manager, I see too many lying on their resumes and portfolios. It’s made a difference finding qualified candidates.
#preach. Love the point to make it unrelated to the company - I do prefer to do something associated the company, but keep it very much to “how would you approach a project like this?” rather than “create a complete go to market plan for product x”, but your zoo example makes a lot of sense.
And 100% agree on the need to sort the true players from the pretenders.
Hard to say without more context. What's the rest of the hiring process like? How long is the assessment / how is it positioned?
It depends on the position and job duties. A person with dyslexia might not do their best on a written assessment test. That person might need a text reader.
My only beef is when companies get you to solve their problems and then steal your intellectual property and then ghost you
It depends on the context. If it’s critical for assessing they have the requisite skills (e.g., that they really *are* fluent in Lithuanian, or know how to understand a complex chemical formulation) then make sure candidates know in advance that there will be an assessment as part of the interview/review process - don’t surprise them.
But otherwise, I think they’re largely a waste of time. The only exception would be for large consultancies - most of them still assess with a real-world test for problem-solving skills. Their clients generally demand this to ensure rigour for consultants placed on their business.
uhhhhhhhhhhhhh don't move forward with the hiring process for those people?
If someone can't take a simple assessment after you've shown interest in them... they're clearly communicating to you THEIR interest level.
It was never clarified that these are simple assessments. Some people value their time over some of the assessments employers are requesting.
First of all. They’re not a crucial part of evaluating skills.
Take coding assessments for example. Lots of technical firms love using Hackerrank, but as a candidate nothing is worse. The way they phrase the problem is horrible. The debugger is a pain. And there is literally zero human support available during the test. If you’re suggesting, that’s how the work environment would be too, by all means, send it to the candidates and don’t be surprised that most don’t pass it or refuse to take it.
Secondly, the employer is hiring and the candidate is the one seeking the job. It’s a 2-way relationship. Why is candidate’s worth less the hiring managers? Why should I spend 3 hours on the test, only for you to spend 3 seconds taking a look at the results to make a decision?
If you have a candidate that won't take an assessment, but you feel they are otherwise qualified, do you really need the assessment? Most of them are bullshit anyway, just ask better interview questions.
We had a candidate with great assessment score... but poor work ethic after being hired on. As for myself, I never scored well pick on those things yet considered a high performer? Or, I am just plain dumb and it has been pure luck.