My interview process with Bidgely consisted of three stages: an initial recruiter screening, an assessment via TestGorilla, and a video interview with both the VP and Director. The recruiter was professional and communicated clearly about the role and next steps, which gave me a positive impression initially. The TestGorilla assessment followed, and while it was straightforward, it felt like a generic screening tool rather than a tailored assessment for the specific Customer Success Manager role. During the video interview, the VP and Director explained that Bidgely operates as a scrappy company where employees are expected to roll up their sleeves and take initiative. They were transparent about their North American presence being relatively small, which I appreciated. However, I was a bit put off by the VP’s lack of engagement during the interview. She frequently looked down at her phone, which gave the impression that she wasn’t fully present. In contrast, the Director was more attentive, though the overall energy of the interview felt somewhat detached. Although this was for a Customer Success Manager role, the priorities of that position can differ greatly by company. Unfortunately, no one was able or willing to share specific details on how success in the role would be measured, or clarify key metrics such as churn rate, client adoption, or other performance indicators. This lack of transparency made it difficult to gauge expectations and understand how performance would be evaluated. Ultimately, while the company seems to value resourcefulness and flexibility, the VP’s behavior and the tone of the conversation left me uncertain about the company’s leadership and how much they value candidate interactions.

I completed an initial interview with the recruiter, then was asked to apply online and go through their full application process, which felt unnecessarily repetitive. My interview with the hiring manager was disappointing. She took the call from a conference, appeared distracted, and frequently turned her camera on and off without explanation. It didn’t feel like I had her full attention. After the interview, I was told I needed to complete an additional test to demonstrate how I would support clients. Despite doing research, the assessment required a level of product knowledge that isn’t realistic for someone who hasn’t been trained on the platform. I waited three weeks for feedback, and when I finally heard back, I was told “they” felt I didn’t do enough research. There was only one interviewer, and I had brought up multiple points about the company, so the feedback didn’t align with the actual conversation. Ultimately, the experience made it clear this wasn’t the right fit. If this is how potential candidates are treated, I can only imagine how internal communication and support might look. After further research, it appears this role has remained open for some time, which may reflect ongoing issues with the hiring process.