The first step was a brief phone screen with an HR manager. She is a very good evangelist for Agiloft. The next step was a phone interview with the hiring manager. At the conclusion of this call, he told me that an assessment was the next step, and if I passed the test I would advance to interviews with other team members. He indicated that an Agiloft senior executive placed a great deal of importance on the test, and because of that, all applicants were required to take it, regardless of the role they were applying for. The HR Mgr was very proactive to this point in scheduling the 2nd interview and the assessment, and in following up. The test was timed for 90 minutes and consisted of logic problems of varying difficulty. I could see how this test might be useful for evaluating developers, but think any correlation to sales is dubious at best. There are better assessments for evaluating the aptitude required for software sales, and take less time. Perhaps the Agiloft executive who thinks a one size fits all logic test is a good idea should be given a test to assess his common sense. It's clearly lacking. In any event, I passed the test (barely), so based on the hiring manager's input during the interview, i expected to continue with the selection process. This proved to be a false expectation. Weekly inquiries from my end to HR resulted in no updates. I got the impression she couldn't get feedback from the hiring manager. Finally after 4 weeks I received a template email informing me that they made a hire. This wasn't surprising - after 4 weeks with no steps forward, I had obviously been eliminated, but I wish companies like this would upgrade their standards and make a better effort to inform candidates promptly. Especially after the candidate has wasted 90 minutes taking an assessment that is pointless.