The phone screen was generic questions based on the job post: how many years of experience, where I was located, work authorization, etc. The phone interview with the manager was a general chat. She spoke at length about her background and asked me what I liked and disliked about Salesforce. For the first on-site interview, I met with two team members. It started off again as generic questions about my skills and experience. I noticed quickly how disengaged they both were and took the opportunity to find why. Their unhappiness stemmed from the changes the company was undergoing. Management was in the process of re-configuring the technology infrastructure and this meant that employees weren't doing the work they had originally signed up to do. In my interviews with the manager and the SVP, we spoke more about these changes, how to mitigate them and solicit buy-in as well as other things I could bring to the role. As for the configuration test, it was divided into three parts: basic administrator (create a custom object and customize it with fields, a workflow, and a validation rule), basic developer (add an Apex trigger, a custom controller extension, and a Visualforce page), and advanced developer (setup email services and an external integration).
