Real, anonymous reports from people who interviewed for Account Executive at Dialpad, newest first and distilled into what to expect across the loop.
I started with a recruiter video call and it kicked things off really well. The conversation felt friendly, and the only thing that stood out was that compensation never really came up—she just asked for my range and said they could work with it. After that, I interviewed with an RVP manager, but the day’s plan changed because the other RVP was sick, so I ended up speaking to two RVP-level leaders across two days.
My process started with an initial recruiter call, then moved through manager conversations. The next big step was a final virtual presentation where I had to do a mock outbound SDR interview using their template and meeting-room link. The expectations for the final presentation were clearly laid out, so I invested a lot of time building a full outbound plan and presenting it to a panel of leaders. During the build-up, the recruiter was communicative and the interviewers seemed genuinely engaged—people asked thoughtful questions, and the presentation gave a realistic preview of what the SDR work would feel like.
The interview process typically begins with a friendly recruiter call, where candidates discuss their background and salary expectations. Many candidates noted that the recruiter was approachable and set a positive tone for the subsequent interviews.
Candidates experienced a range of interview structures, often involving multiple rounds with hiring managers and team members, including mock presentations or sales calls. The number of rounds varied significantly, with some candidates reporting as few as three and others as many as twelve.
A significant component of the interview process involved candidates preparing presentations or participating in role plays that simulated real job scenarios, such as mock sales calls. This step was generally well-received, providing insight into the role's expectations.
Candidates frequently reported issues with communication after interviews, including delays in feedback and lack of closure, which left many feeling frustrated. Some candidates had to follow up multiple times to receive any updates on their application status.
The overall vibe of the interviews was often described as positive and laid-back, with a focus on cultural fit and interpersonal connection rather than a rigid question-and-answer format. Candidates appreciated the informal yet professional atmosphere during discussions.
Despite many candidates feeling positive about their interviews, a common theme was the lack of offers at the end of the process, often accompanied by feelings of being left in the dark regarding decisions. This contributed to a sense of unprofessionalism in the overall experience.