Work sample test and structured interview for {role_name}

After shortlisting, assess candidates' skills with a work sample task, followed by an assessment and thorough evaluation.

How to structure the interview to assess skills and cultural fit for {role_name}

Work sample test (Home assignment)

Recruitment Bullet

Assess the candidate’s practical skills by assigning a real-world task similar to the work they would do if hired.

Title: New Market Entry Acquisition Strategy Proposal

Objective: To assess the candidate’s ability to research, strategize, and present an actionable acquisition plan for entering a new market segment.

Requirements:

  • Choose a specific industry (Technology, Finance, or Corporate Services).
  • Identify the target market and customer profile.
  • Outline a 90-day acquisition plan including:
    • Market research insights
    • Acquisition channels to prioritize
    • KPI targets and tracking methods
    • High-level budget estimation

Time Frame:

  • 48 hours to complete the assignment.
  • Submit in PDF or presentation format (max 6 slides or 2–3 pages).

Questions based on home assignment : 

Recruitment Bullet

Once done with work sample test evaluate the candidate’s technical proficiency based on the work sample task.

Technical questions

Recruitment Bullet

Duration : 10 minutes/question

  1. Question: How would you prioritize acquisition channels for a new market with limited brand presence?
    • Expected Answer: Prioritize channels based on market research, ROI potential, and customer behavior patterns in the target market.
    • Sample Answer: “For a UAE tech market entry, I’d focus on LinkedIn Ads and direct B2B outreach for higher ROI, supported by targeted industry events.”
  2. Question: How would you estimate the acquisition cost for the first 100 customers?
    • Expected Answer: Calculate based on channel costs, expected conversion rates, and total marketing spend.
    • Sample Answer: “If LinkedIn Ads cost $5 per click with a 2% conversion rate, the CAC would be $250 per customer, requiring $25,000 for 100 customers.”
  3. Question: How would you measure success after the first 90 days?
    • Expected Answer: Use predefined KPIs like leads generated, conversion rate, revenue, and CAC vs. LTV.
    • Sample Answer: “Success would be 150 qualified leads, 15% conversion, CAC under $300, and initial deals covering at least 30% of the acquisition cost.”

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

  1. Question: Tell me about a time you entered a new market and faced unexpected challenges. How did you adapt?
    • Expected Answer: Shows adaptability, problem-solving, and proactive communication.
    • Sample Answer: “In a new region, a regulation delayed my campaign launch. I shifted focus to partnerships with local distributors while compliance was finalized.”
  2. Question: Describe how you collaborate with cross-functional teams when launching a new acquisition strategy.
    • Expected Answer: Demonstrates collaboration, stakeholder management, and influence.
    • Sample Answer: “I set up weekly syncs with marketing, finance, and product teams to align messaging, budget, and timelines, ensuring no channel lag.”
  3. Question: How do you handle a situation where early results from your strategy are below expectations?
    • Expected Answer: Shows data-driven approach, resilience, and continuous improvement mindset.
    • Sample Answer: “I analyze performance data, identify low-converting channels, reallocate budget to top performers, and A/B test messaging.”

How to evaluate and compare candidates after interviews?

After interviews, it's important to evaluate and compare candidates based on a set of predefined criteria.Use scorecard to evaluate each candidate.

Recruitment Bullet

Sample scorecard based on pre-defined criteria. Here’s an example:

Criteria Rating (1-5) Comments
Acquisition Strategy Skills
Market Research & Analysis
Negotiation & Closing Ability
Financial Acumen
Communication Skills
Cultural Fit
Overall Recommendation

"Standardize interviews" – Use our customizable scorecard templates

What criteria should be used to make the final hiring decision?

Final decisions should be based on the candidate's overall evaluation score, with a focus on important qualifications. Prioritize technical skills above everything else for a {role_name}, but do not forget about communication and cultural fit.

Recruitment Bullet

How to communicate the decision to candidates

Sample offer letter for {role_name}

Subject: Offer of Employment – Acquisition Manager

Dear [Candidate Name],

We are pleased to offer you the position of Acquisition Manager at [Company Name]. Your skills in acquisition strategy, negotiation, and market research stood out during the selection process.

Start Date: [Date]

Compensation: [Details]

Please review and sign the attached document to confirm your acceptance.

We look forward to welcoming you to the team.

Sincerely,

[Your Name]

[Your Position]

Sample rejection letter for {role_name}

Subject: Application Update – Acquisition Manager

Dear [Candidate Name],

Thank you for your interest in the Acquisition Manager position at [Company Name]. While we were impressed with your background, we have chosen to move forward with another candidate whose skills more closely match our current needs.

We appreciate the time and effort you invested in the process and encourage you to apply for future opportunities with us.

Wishing you the best in your career journey.

Sincerely,

[Your Name]

[Your Position]