Step 1: Recruiter Phone screen First step was a Phone screen with recruiter who asked standard screening questions ("walk me through your resume", "why did you apply for this job", etc). This was followed up about 2 weeks after the initial call with a request to schedule a phone screen with the hiring manager. Step 2: Hiring Manager Phone screen The hiring manager requested work samples (specifically, product launch deliverables for sales enablement) prior to scheduling the phone screen. This was a bit odd, because most companies will only ask for work samples that are public facing (not confidential internal documents). As I was uncomfortable with sharing these via email, I asked if I could show via Webex. The hiring manager agreed to this request. The hiring manager asked standard PMM interview questions (like "what is your greatest accomplishment?", "how do you measure PMM success?", "how do you get market insights?"). At the end, I showed him the requested work samples. This seemed to go well and he asked if I would be willing to come for onsite interviews, one part of which would be delivering a hypothetical "Why Wrike" product pitch to a marketing team. Step 3: In person interview I was scheduled to go onsite about 2 weeks after the phone screen with the hiring manager. In preparation, I sent my "Why Wrike" pitch to the recruiter the night before the interviews; the next morning I got a call saying that my in person interview was cancelled. The excuse provided by the recruiter was that the hiring manager did not think my pitch was "detailed enough". However, the real reason seems to be that the job I applied for (inbound+outbound PMM) was no longer listed on the Wrike website and replaced by another job req (developer / alliances marketing PMM). Key takeaways for candidates: 1. Check whether the job you have applied for is still on the website before investing in prep for the in person interview. In my case, I wasted a weekend day. 2. Beware of providing work samples ... as previous interview reviewers have noted they may be used just as "free work". 3. They move slowly ... expect the process to take at least month

Many emails and phone calls, with no follow-up. Started speaking to them in April, then did not hear back, and assumed they were not interested then weeks later, I was asked if I am still interested. After speaking to 3 different people I was asked to do provide a marketing plan prior to meeting in person. At which point I pushed back, as I felt I was being exploited. However, I did provide a full marketing plan presentation and I was told for reasons the recruiter did not know, they moved on. I am used to doing presentations or quizzes for interviews, but in this case, I did feel the reason they had the head-count open for months, is the lack of being organized, and using external candidates ideas for free. The position is still open.