Step 1: Screening call. Basic screening questions about background, what motivates you, why sales, why Ramp. The recruiter I spoke with was very nice, gave a great description of the role and company and made me excited for the opportunity. Step: 1 on 1 with a Manager. Luck of the draw. If you get a manager you click with then it’s easy and if you do not then good luck. The manager I spoke with was the most pretentious and stereotypical SaaS bro you will find. Felt talked down to the entire time and he challenged my answers to personal/ background questions (which is fine but also I was being truthful about my motivations for the role and he would not believe me for whatever reason). When we spoke about my attainment (I’ve never missed a quarterly or monthly quota as an SDR) he essentially told me he doesn’t care about my past experience or attainment and they judge candidates off of competitiveness. I was not asked one question where I could have spoke to my competitiveness, I could have squeezed it in but I lost interest in the role when he pointed out red flags as if they were positives. He mentioned that SDRs are working 13 hour days to hit their numbers. I’m all for overtime to hit my number but if I need to work those hours to progress in a company then I am just a number to that management. Wrapped up asking if there would be any reason he would worry to move me forward in the process and he shy’d away from the question (we’re adults, you can be critical) and told me it’s not his call alone and they don’t base it off experience. I then received an email saying they went forward with other candidates who have experience that more closely aligns to their needs. Advice: make that second round a 2 on 1 because that was mentally exhausting having to deal with someone who came into the meeting with their mind made up. I’m glad however that your management it’s truthful about essentially forcing unpaid overtime. I cannot imagine how many great candidates do not get moved forward in this process and how many bad candidates that have more outgoing personalities do. I know multiple SDR’s at Ramp who had half my attainment when we were at the same company, but experience doesn’t matter.

Quick process and the hiring team was very helpful and responsive. 5 rounds seemed like a lot but was ultimately very smooth and the business case was very straightforward. Overall I was very happy with how the whole process went.