Real, anonymous reports from people who interviewed for Account Executive at TELUS Digital -, newest first and distilled into what to expect across the loop.
After a recruiter call, I sat down first with the hiring manager, then with the team, and finally ended up in a panel interview with three people. The third round was the one that really stood out: I had to give a sales presentation, complete a cold-call role play, and submit a cold email outreach.
After a recruiter phone interview where we went through my previous experience, I moved into the next conversation with the hiring team. That round also focused on my background, and they added questions tied to tools and behavioral style. Overall it felt standard in structure—focused on fit and how I’d worked before.
The interview process typically begins with a recruiter call, followed by one or more rounds with hiring managers, often culminating in a panel interview or case study. Candidates noted a mix of virtual and in-person formats, with a clear progression from fit discussions to practical sales exercises.
A significant component of the interview involves live selling exercises, including mock calls and sales presentations, where candidates must demonstrate their sales skills in real-time. This round is often viewed as critical for evaluating a candidate's practical abilities.
Interviews frequently include behavioral questions aimed at understanding candidates' past experiences and how they handle sales scenarios. The STAR method is recommended for structuring responses to these questions effectively.
Candidates reported that the interviews focused heavily on communication skills and setting clear expectations about the role, including compensation structures and work hours. The atmosphere was generally supportive, which helped candidates feel at ease.
The interview process can vary in length, with some candidates experiencing delays or a lack of clear communication regarding next steps. Feedback post-interview is often minimal, leaving candidates uncertain about their performance.
While many candidates found the interviews manageable, the difficulty often stemmed from the depth of questioning and the pressure of live performance tasks. Reflections indicate a desire for clearer evaluation criteria and more constructive feedback.