Box Implementation Consultant interview questions

It took about two weeks in total. To start with, two 30-min phone interviews, the first with an HR consultant, the second with the hiring manager. Both casual and friendly, nothing out of the ordinary. This was followed by an afternoon on site: four 30-min interviews back to back, a 15-min break, and finally a presentation. Everyone was very welcoming and the questions were meant to gauge your experience, personality and skills. With back-to-back interviews and a fairly fast pace, it felt like it was designed to put some pressure on the candidate and keep you on your toes. This was ok by me, as I've been under a lot more pressure. Again, some good questions, mostly practical. The only part I thought wasn't fair and should be looked into was the final roleplay presentation. You're asked to pick a case study from a pool of average-sized customers and, based on that (marketing materials, plus other reference materials), prepare and present a half-hour implementation kick-off meeting with a short demo of the platform. All of the above was fine, it's feasible to an extent, and I liked the fact that everyone in the room took it seriously playing their roles. However, this doesn't reflect the reality of a kick-off meeting at all because there is a bias against the candidate who's the only person in the room who's never done a Box implementation or, in fact, knows much about Box processes, solutions or resources. I felt I was forced to make too many assumptions and give round-about answers to questions to which, in a real situation, I would definitely know the answer (and if I don't, that means I'm unprepared, which is inexcusable). The 'clients', on the other hand, ask questions they know the answers to, which is bound to lead to biased conclusions, conscious or not. The idea of the kick-off meeting is fine, but in the real world, it's the implementation consultant who holds most of the information, while the client is new to the process. If I may make a suggestion, if you really want to see how a candidate runs it, let them show you the implementation process they've familiar with, so that your questions and their answers will be genuine.

First Telephone Interview with a Recruiter. Second interview with team manager 1 Interview 15min questions over the phone. Checking boxes, very impersonal. 2 Interview 30 Minutes. Of course, no feedback whatsoever.