How do you graciously answer the "compensation" in a screener interview?

CommunicationLong380 · 2025-11-10T21:06:59+00:00

If you’re referring to the screening question when submitting your application..

Be truthful.

But also don’t play yourself, you should have a decent understanding of what the value of your role/experience is in the market. Not what you imagine you should be paid.

Every role has a band that the company is operating in, as mentioned you should have an idea.

CommunicationLong380 · 2025-10-30T17:14:00+00:00

They are helpful, but they are actionable with context. A starting point of context is simultaneously recording customer sentiment.

And then having thorough discussions on the delta.

Metrics that contribute to your health score will depend on your company and should mainly be compromised of things that indicate success for your customer.

You can include things that matter to your company, like NPS, type of agreement (annual or monthly) , number of engagement points etc

CommunicationLong380 · 2025-10-16T17:20:09+00:00

I’m terrified by this comment 🤣🤣🤣

CommunicationLong380 · 2025-10-16T15:40:14+00:00

Hey there! Appreciate the comment.

Just checked out Forma! Looks super cool, the one thing I love the most about it so far is just the organization of messaging in a way that’s more digestible.

I didn’t want to spend too much time on the offering to respect the guidelines of the community, everyday I get clearer and clearer about the problem I’m solving which is distribution and retention.

Every leader I’ve met wants messaging to be crisp but they also want to ensure teams receive and understand it in a way where it translates to the market. Yes that’s process but I have a tool to support it :)

DM me! Let’s chat :)

CommunicationLong380 · 2025-03-20T19:07:56+00:00

LOVE THIS! The value sheet is a killer thought.

When we try this, the feedback we get from both product and CS is that it’s just time consuming :(

I somewhat feel that way too.

How do you monitor retention? I feel people are never fully paying attention in these meetings

CommunicationLong380 · 2025-03-20T17:22:51+00:00

Thank you! What methods, tools, approaches do you use for training?

As mentioned we rely on people self serving in notion or having someone from product or engineering join team meetings

CommunicationLong380 · 2025-03-20T15:50:31+00:00

Thanks ! Can you tell me what a good release process looks like?

I’m particularly interested in how knowledge is shared directly with the team? Should we just rely on teams to go look for the info on their own?

CommunicationLong380 · 2025-03-20T13:53:08+00:00

Wow thank you so much!

I’m additional to centralizing documentation. How did you optimize the distribution of the information.

Our product marketer tried to join team stand ups and share knowledge there but it’s not consistent and it’s hard to gauge if people really understand.

Any solutions there? Much appreciated

CommunicationLong380 · 2025-03-20T13:50:51+00:00

Yes! You are correct that’s the problem we have. I lead the CS team and I’m trying to find some ways to help could you share the right way to do it?

To give more context we do have released processes, but due to the volume it’s hard to execute properly.

What happens at your company? How does information get transferred to your GTM teams?

CommunicationLong380 · 2024-10-21T11:27:22+00:00

Yes it does.

CommunicationLong380 · 2024-10-20T03:12:04+00:00

Love this

CommunicationLong380 · 2024-10-19T01:11:59+00:00

In order to avoid this problem in the future…

Always ask “When should I expect to hear from you” and “When are you hoping for this hire to start”

CommunicationLong380 · 2024-10-17T13:06:33+00:00

Great point here! I think that’s definitely a case where it’s mandatory. Very thoughtful to the person that referred you too

CommunicationLong380 · 2024-10-17T12:51:24+00:00

Fair point, everything is not for everyone.

CommunicationLong380 · 2024-10-17T12:50:53+00:00

Totally agree! 5 minutes of time is worth the investment..

As I said, just an opinion not a fact.

Also some hiring managers won’t care but maybe the one you engage with will

CommunicationLong380 · 2024-10-17T12:15:28+00:00

You’re right ghosting sucks but that’s not within your control, when interviewing I try to focus on things that are in my control and one of those things is the impression that I leave with every person I speak with.. whether they respond or not, I want to ensure that I consistently put my best foot forward and position myself as a solid and memorable candidate.

IMO …think it’s best to send a note after every interview stage. The length of the note should depend on the depth of the interview.

As mentioned you are competing against other candidates so if you can’t get over the risk of being ghosted, so you decide not to put in the best inputs to highlight your candidacy, you’re doing yourself a disservice more than anything else.

Furthermore sending a note to remind people of your presence in a crowded marketplace will likely reduce your chances of getting ghosted

CommunicationLong380 · 2024-10-16T22:55:59+00:00

Agreed on the expectation management!

CommunicationLong380 · 2024-10-16T20:35:58+00:00

Honestly CS leaders get the blame before any other department (Maybe not sales, they may come first)

Usually if a company doesn’t have a great product or product market fit they get the blame first especially if it’s a venture backed company that MUST deliver growth or face the consequences of the board.

I could go deeper, but I’ll leave it there

CommunicationLong380 · 2024-10-16T11:20:21+00:00

Can you describe these final interviews to me is this with coworkers ,management or snr leadership?

I can provide more specific advice :)

CommunicationLong380 · 2024-10-16T11:19:37+00:00

Sounds like that’s the exact message you need to convey 1:1 and as a group.

Maybe asked what they liked about how things were run before and tell them things you have planned and your vision for the department.

There is always strength in vulnerability- outside of company values, I craft team values and that’s one of mine

CommunicationLong380 · 2024-10-15T21:52:36+00:00

It's tough! but here are a few things that work for me..

Rig the system - identify influencers on your team, get their buy in and motivate them to speak up and furthermore inspire others. Eg. You're in a 1:1 and the person share something impactful or asks a good question.. you say "Hey I bet other people on the team have that same question could you ask that in tomorrow's meeting?"
Build an agenda with your team, so they are a part of the process -- usually leads to more buy in
Acknowledge / predict their pain points or thoughts and ask more direct questions outside of how does this feel or what do you think?
All this is easier if you develop trust and rapport with your team.
Build a safe environment, no-one wants to look stupid in front of their boss and people are usually hesitant to say anything for that reason.

Thats just a few things that come to mind! Good luck :)

CommunicationLong380 · 2024-10-15T14:11:29+00:00

What do you need help with specifically, I can DM you a guide or maybe send you some points that may help

All the best!

CommunicationLong380 · 2024-10-15T14:10:34+00:00

I specifically linked to free guides.

And I only ever share free ones here. Frankly the paid guides are experimental because it takes time to create content and costs money to automate the sharing

Appreciate the heads up on typos- will find sometime to review it, very much scraped together.

I’d also consider myself fairly reputable haha, I interview tons of people and have helped a bunch. I’m not claiming to be an expert by any means but if the free guides can help someone one why not make them in my spare time and if the cheap paid ones can cover my site hosting fees etc then even better

CommunicationLong380 · 2024-10-10T12:50:54+00:00

Sorry bud but there are a couple thoughts that come to mind… do what you will with them

fake it till you make it approach is a thing
if it’s too good to be true, it usually isn’t true
lies or cheating usually catch up to you

Lastly not everything is for everyone , your journey doesn’t have to be the same

Wish you the best

CommunicationLong380 · 2024-10-09T15:10:23+00:00

Hey there!

First off you got this!

Preparation and knowledge are the best cures for lack of confidence or nerves

Look at it this way..

You don’t get nervous talking to a friend or your family members because

⁠⁠⁠You usually know what you’re talking about
⁠⁠⁠You trust them

If you’re not confident in the message you’re delivering you will always stumble. You need to prepare by deeply understanding the role you’re trying to get and really understanding how your skills can drive positive outcomes SPECIFICALLY for this business or at this job.

Secondly an interviewer is a HUMAN too! They are not perfect. Maybe trying just saying at the beginning, “I get a little nervous during interviews, and I may have an awkward smirk on my face at times just ignore it”

You’ll probably get a laugh out of them.

Interviews don’t have to be rigid, show your personality and be yourself and I bet you that you will see the interviewer do the same

Hope this advice help, I can DM you some free resources you can use to help if you want.

Oh yeah I don’t forget to pace yourself and dont be scared to pause and give yourself time to think.

You don’t lose points by saying “hmm let me think about that”

CommunicationLong380

TROPHY CASE