2nd round:
Behavioral interview:
-Tell me about yourself.
-Tell me a time when you had to work without complete information or had to make assumptions
-Stopped to do a brainteaser and marketing sizing question, 1 with a correct answer, 1 without:
1) You have two pieces of rope of different lengths and width. Both completely burn up in exactly 30 minutes. You have unlimited matches and nothing else. How do you measure exactly 45 minutes of time?
2) How many cars are there in NYC?
-What project have you done in school or in work that you have enjoyed doing the most?
-How do you deal with time management?
-Give me an example of a time when your time management got screwed up--a wrench was thrown into the works, and how did you deal with it?
-Is there anything else you'd like to tell me about yourself?
-Time to ask her questions.
Case interview:
Gave you a piece of paper with a short intro of a fictional company and several bullet of facts about them and a little bit about the market. Asked to come up with why they werent meeting their sales goal and what recommendations would you give. You were expected to work some calculations into your response (there was very little numbers to work with, so it wasn’t so much of getting X calculation right in order to answer the questions, but just to be able to creatively use the percentage sales goal given to calculate what kind of ballpark change they might need)
She left the room for you to work on this for 15 minutes.
When she came back, I wanted to begin with my findings but she kind of prompted me to ask more specific questions. This was not for the purposes of her to give me more data to consider (which is what I assumed, and she threw me off at little), but she actually wanted me to acknowledge how you would consider these questions in your recommendation (so although you don’t have a lot of details about the product landscape, you would say "To remedy this problem they need to delve into product analysis since they currently know very little…)
The case interview is definitely formatted to emphasize the human capital/comp aspect of the problem (the incentive structure, training and hiring in place), although you should have general questions and analysis based off a typical case interview.
Excel test:
3 parts, although he doesn’t want to do the 3rd part. You work through the questions with an employee. He does NOT want to test your current knowledge, but wants to see that you can follow directions and easily pick up what he's teaching you (a few keyboard shortcuts, SUMIF, and VLOOKUP)-which are all fairly easy to grasp. He also likes to continuously ask you how you would check to make sure your formula/results are correct.
You are given a few questions that you have to execute using excel (so for instance, a bonus structure that paid out at 3% versus a tiered payout structure--entering those functions to calculate how much sales reps are costing a company) and then asked to give your opinion on what the #s are showing you, which structure is better and why. Same with Part II. They all, again have to do with comp, but are fairly easy to discuss.
"Questions" interview:
I thought I had prepped a fair number of questions, but we burned through them pretty quickly.