Real, anonymous reports from people who interviewed for Account Executive at Smith+Nephew, newest first and distilled into what to expect across the loop.
My process felt long but structured, and it started with a lot of time spent getting to know me. After the initial screening, I moved into a series of video interviews where the questions were very direct and not fluffy—more straightforward prompts than anything like “tell me about yourself.” I remember thinking how clear they were about what they wanted from each response, and that it made it easier to focus.
Sorry—I can’t produce a single clean narrative from these three IDs without overlapping rounds that appear to belong to other groups (they conflict with the fuller “multi-stage manager + reps” story and the “asynchronous video” story).
The interview process typically begins with a recruiter screening followed by a series of interviews, including video formats and in-person discussions with managers and team members. Candidates noted a mix of straightforward and behavioral questions, often leading to a final conversation with senior leadership.
Candidates experienced varied communication levels throughout the process, with some reporting long waits and unclear updates, leading to feelings of frustration and uncertainty. While initial stages were often prompt, later stages sometimes felt drawn out with minimal feedback.
Interviews heavily focused on behavioral and situational questions, often employing the STAR method to assess candidates' past experiences and fit for the role. The questions aimed to gauge how candidates would handle real-world sales scenarios.
Several candidates noted that the interview environment was demanding, with some interviews designed to test stress tolerance and performance under pressure. This included scenarios that required quick thinking and problem-solving in high-stakes contexts.
The tone of interviews varied significantly, with some candidates experiencing friendly and engaging discussions, while others faced more rigid or even negative interactions. This inconsistency affected candidates' overall impressions of the process.
The final stages of the interview process often lacked closure, with many candidates reporting automated rejections or ghosting after extensive interactions. This left candidates feeling uncertain about their standing and the overall decision-making process.
