My interview process in Enterprise Sales consisted of several steps. 1) 30 minute phone screen with the recruiter 2) Zoom interview with Hiring Manager 3) Three 45 minute back to back Zoom interviews with individual panelists 4) Create and deliver a 30 minute Presentation on 2-3 of the vertical's use cases and my recommended Twilio products to the panel via Zoom. Due to COVID-19, the presentation was delivered via Zoom instead of onsite which is the standard practice. Steps 3 and 4 are usually performed on the same day, "Virtual OnSite Day". My Virtual OnSite Day was split into 2 days to accommodate the panelists' schedules. The 5 week interviewing process was educational and for the most part smooth. I enjoyed meeting 6 different team members. 1) Recruiter 2) Two Hiring Managers for the role 3) A Peer 4) Adjacent Team Peer 5) A Senior Leader from a support team outside of sales. Before going through the process, it was known that I have experience and skills working in the specified vertical, but not 10 dedicated years. It's a vertical I've worked and have a deep passion for. I have great relationships in my network (past clients, associations, family and friends in the industry), so I felt confident I would have a successful start working and building the business after some general training and consistent studying . My background has 12 successful years in enterprise sales and digital working for large corporations including Fortune 50 tech companies. Two decades in tech and media sales. A multiple President's Club achiever, Salesperson of the Year, etc. I've also launched my own company, built it from the ground up working overtime with a talented staff for years until I sold it. I'm including part of my professional background only to provide some context. Because my professional background showed I can successfully sell in different spaces and I have the entrepreneurial skills and mindset, I was considered for the role and was moved through the process. For the interviews and presentation, I prepared by doing deeper research using the Twilio and vertical’s industry news sites, social media, interviewed SMEs in my network, connected with Twilio employees on LinkedIn, attended their virtual sponsored events and Twilio Engage Everywhere webinars. Out of the 6 panelists I met with, four were invited to the presentation by the recruiting team. One of the 4 panelists didn't appear so the attendees were the recruiter, the two hiring managers and me. I already knew the panelist (the peer) who wasn’t present didn’t support my candidacy because I didn't meet 10 years experience in the vertical space. He considered me a risk. We talked about it when I asked for his feedback at the end of our interview time. The recruiter and one hiring manager thanked me for my time and gave their feedback on the presentation. They noticed the time I invested and said I delivered a great presentation. I appreciated receiving all the feedback. On the decision call, the recruiter said it was agreed that I was considered a good fit for Twilio's culture. However, they also agreed other candidates were stronger for the role because of their experience and I would not be receiving an offer. Their decision was respected. Again, I enjoyed meeting the team, sharing and learning. My only feedback to Twilio is to give more respect to the candidates' time. Get the buy in from your team "before" asking candidates to prepare and deliver you a presentation. In my humble opinion, candidates shouldn't be asked to create and deliver a quality presentation to the panel without their support if the panel is influencing the hiring decisions. Some will not be flexible from the job post. If they can reasonably be persuaded to look at the candidate's aptitude to learn quickly, brings diversity to the table, has impressive successes and transferable skills and is a good fit for the company’s culture, then schedule the presentation and make sure they are present for it. Being in Enterprise Sales, I've been asked to give a presentation or a sales pitch as the last step of the interviewing process. They were always expected after the panel supported my candidacy. I think that's very fair. Twilio is a start up offering good career opportunities selling products and solutions at a time the APIs are in great need. I encourage job seekers or professionals staying open to career opportunities in Enterprise Sales and is considering Twilio as a home, to enjoy the interviewing process, if selected to move forward. Learn how the hiring manager wants to build their team upfront, especially if you have great experience and skills - but miss a preference on the job post. What's needed for the team at the time? That is important to know. It's good to be in the competition, but it’s great if you have a serious chance in getting the role (or a role later if you're interested) - if you care to use your valuable time wisely. Best wishes to All! :-)