Step 1: Initial Screening (30–45 minutes) Purpose: Assess the candidate’s background, motivation, and alignment with the role. Conducted by: HR or a hiring manager. Step 2: Role-Specific Assessment (60 minutes) Purpose: Test the candidate’s technical, analytical, and problem-solving skills. Conducted by: Customer Success team leader or senior team member. Purpose: Evaluate interpersonal and collaboration skills and ensure alignment with company culture. Conducted by: Panel interview with the Customer Success Director.

I first had an initial screening call with HR which was relatively informal, though did include some 'typical' interview Qs. That was followed by an interview with the Hiring Manager (again, not too taxing) and then straight afterwards, with another CSM. This was a good opportunity to get insight into the team/culture and ask Qs from a would-be peer. The final stage I had to deliver a presentation to the Hiring Manager and a fellow CSM (the same one I met before) - I had to talk about two scenarios that they provided. Overall a pleasant experience. I have been through other CSM processes which demand a lot of time and energy so this was refreshing (though I didn't get an offer!)