I was reached out by one of their recruiters who saw my LinkedIn and saw a potential fit. Soon after I was in the application process to discuss this opportunity being part of their new sales team. The entire interview process took about 2.5 weeks. I have to say, and this is saying such as someone who did not end with a job offer, Carmela the lead recruiter was perhaps the most transparent recruiter one would meet: She was available for questions post-interview, always quick to inform how well I performed throughout the entire process to set up the next step. I received high marks for the first 4 rounds of 1:1's, but did not perform well during the final round, which consists of Part 1, an actual deal review of an example I closed in the past, and Part 2, a mock sales pitch deck. Post-mortem in the same meeting, I received actionable feedback from the team on what I performed well, and what they wished I could have explained in greater detail. This provided me clarity on what to focus on in my future interviews with other companies. They may revise the final round prompt to better reflect what they're looking for, b/c what I scored poorly on wasn't due to a lack of experience or record, if given a second try; I did not dive deep enough on showcasing my "Sales Execution" part of the pitch deck, instead focused too much on educating them on a product I sold, which I intentionally did due to concern that they might not understand what my previous product was. (Kudos for DevRev for pointing this out: they may re-assess the prompt to better state what they're looking for the candidate to demonstrate.  I was told that I wasn't the only candidate who got to the final round and had the same issue) My advice for candidates: 1 .Make sure you focus your slides on "each stage of the Sales Cycle" for the deal and the customer you choose for the final round presentation: Be specific to how you prospected, how you discovered, how you pitched, and how you anticipated and handled objections prior to closing. GIVE ACTUAL EXAMPLE. 2. Cut out the fat if you chose to pitch a product you sold. Focus on how you sold, not WHAT you sold. ----- Regardless if you get the job offer in the end, I definitely encourage suitable candidates to apply. We normally get "Irish Goodbye'd" with a cut-&-paste email, when we fail an interview round even if it's the final one, but Carmela as the lead recruiter really stood out on moving candidates quickly, providing actionable feedback, even genuinely asking for candidate's feedback how themselves can improve their process, every step of the way. I may not have worked at DevRev in the end, but can say their recruitment team is run by great people.

The interview process at DevRev is unique, in a good way. Too often interviewers ask the arbitrary experience/quota attainment questions but DevRev is more about mindset and personal priorities. Initial screening is by a recruiter, who is very good at making you feel comfortable. She asks insightful questions to understand you as a person, regularly keeps in touch with you regarding next steps, and offers great advice ahead of each round. Thereafter, there is a written questionnaire, designed to make you think deeply, and 3 interviews in total: hiring manager, senior member of staff, and founder. Personally, the founder round was one of the most inspiring interviews I've ever had. Overall, a very organized and streamlined experience, throughout which you are consistently kept informed.