This was my second time interviewing with MuleSoft, but it was much less pleasant experience. Three years ago I interviewed with MuleSoft and was given an offer, but I ended up taking a role at a different startup. My experience last time was really great, and I think a lot of it had to do with the recruiterI had been working with. I forget her name, but I think it was Dessi Or Debra or Darin. Last time, I had a 45 minute phone interview with a recruiter who reached out to me, and the phone call was extremely helpful. She spent as much time answering my questions about the company and sales team as she did asking me about my sales background. There is a delicate balance to conversation that a good recruiter understands; where you can get lots of good info and dig into someones background, but at the same time make them feel at ease, and tell them about what sort of team/company/and culture you'd be coming into. Last time it was really hard to turn down the offer, mostly because I felt like I was missing a great opportunity, and recruiter had been as much responsible for that as my understanding of the product. This time could not of been less different. The recruiter (a different one, I was told my last recruiter had since moved on to a new company) was stale and robotic, did not seem to have any genuine zeal or energy about the company, and if anything, she was kind of antagonistic and contentious. I pulled myself out of the process after that call. If I had any advice for MuleSoft, it would be to make sure your recruiters understand that they are representing the company with every call they take, and if they don't love the company, it will show through during the call.

Recentemente ho vissuto un processo di selezione che mi ha fatto riflettere su quanto sia importante, e purtroppo non scontato, il livello di serietà e attenzione con cui vengono valutati i candidati. Ricevere un feedback in cui si afferma che non sarei un “orchestratore” o un “focal point” nella gestione dei team estesi, senza un reale approfondimento delle esperienze, delle responsabilità e dei risultati che ho maturato nel tempo, è qualcosa che lascia perplessi. Ancora di più quando il colloquio è stato condotto con domande generiche e quando appare evidente che il CV non è stato letto con attenzione. Credo che un processo di selezione debba essere un momento di confronto autentico. Se da parte del candidato c’è l’impegno a comprendere l’azienda, a conoscere il prodotto e a presentarsi preparato, è lecito aspettarsi lo stesso livello di attenzione da parte di chi seleziona. È una questione di rispetto reciproco, ma anche di qualità del processo stesso. Serve più ascolto, più cura, più volontà di andare oltre l’etichetta ... è un processo di selezione, giusto?