Real, anonymous reports from people who interviewed for Account Executive at Blackbaud, newest first and distilled into what to expect across the loop.
After a recruiter touchpoint, I ended up in a pretty messy, drawn-out loop that didn’t feel like it had clear ownership. I remember rounds where I was asked similar things across multiple interviews, and the whole timeline felt off—people were late or didn’t show, and I kept hearing different explanations about what had been shared internally. At points, the process felt almost disconnected from the people interviewing me, like my materials or even video step weren’t properly visible to the team.
The process felt structured and straightforward. I first recorded a video as a screening step, answering questions on my own time, and then I moved on to live conversations—one with the hiring manager and then time with the broader team. It wasn’t presented as overly technical; it leaned heavily into behavioral-style questions and how I explained my background.
Candidates experienced a mix of structured and unstructured processes, with some reporting quick timelines and others facing long delays and unclear communication. The inconsistency in the timeline led to feelings of uncertainty and frustration for many.
The initial step often involved a HireVue-style video interview, which was perceived as awkward and impersonal by some candidates, while others appreciated the flexibility it offered. The effectiveness of this format varied, impacting candidates' comfort levels.
Most interviews emphasized behavioral questions and sales fit, with candidates expected to demonstrate confidence and articulate their experiences clearly. The focus on sales scenarios and role-play exercises was common, aiming to assess practical skills.
Feedback varied significantly, with some candidates receiving prompt and constructive responses, while others experienced long gaps in communication and unclear outcomes. This inconsistency affected candidates' overall impressions of the process.
Onsite interviews were generally described as relaxed and conversational, with a focus on fit rather than a rigid question format. However, some candidates noted that the process could still feel lengthy and tiring due to multiple interview rounds.
Candidates were often required to prepare specific materials, such as sales presentations or 90-day plans, which added a layer of complexity to the interviews. This preparation was seen as both a challenge and an opportunity to showcase structured thinking.
