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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.

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary

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: 90-Day Client Acquisition Strategy Proposal

Objective:
Assess the candidate’s ability to research a market, design a client acquisition plan, and present measurable goals.

Requirements:

  • Choose one industry: Technology, Finance, or Corporate Services.
  • Identify a target market and client profile.
  • Propose acquisition channels (digital, direct outreach, events, partnerships).
  • Define 3–5 KPIs and their target values.
  • Outline a basic budget allocation.

Time Frame:

  • 48 hours to complete.
  • Submission format: PDF or presentation (max 6 slides or 3 pages).

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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

Q1: How did you decide which acquisition channels to prioritize?

  • Expected Answer: Decisions based on ROI potential, customer behavior, and market research.
  • Sample Answer: “For corporate finance clients, I prioritized LinkedIn outreach and targeted webinars, as these channels reach decision-makers efficiently and deliver high conversion rates.”

Q2: How would you measure success after the first quarter?

  • Expected Answer: Use defined KPIs like lead volume, conversion rates, and revenue.
  • Sample Answer: “I would measure by achieving 200 qualified leads, maintaining a 12% conversion rate, and ensuring CAC stays under $300.”

Q3: How would you adjust the plan if KPIs aren’t met?

  • Expected Answer: Analyze underperforming channels, reallocate resources, and test new strategies.
  • ‍Sample Answer: “If paid ads underperform, I’d shift budget to referral programs and personalized outreach while A/B testing ad creatives.”

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

Q1: Tell me about a time you had to adapt your acquisition strategy mid-campaign.

  • Expected Answer: Demonstrates flexibility, problem-solving, and quick decision-making.
  • Sample Answer: “In one campaign, a competitor launched a major discount. I shifted focus to value-added services and exclusive partnerships to retain and attract clients.”

Q2: Describe how you collaborated with other teams to execute an acquisition plan.

  • Expected Answer: Shows cross-functional communication and teamwork.
  • Sample Answer: “I worked with marketing for campaign materials, finance for budget approvals, and product teams to ensure client onboarding readiness.”

Q3: How do you handle conflicting priorities between client needs and company goals?

  • Expected Answer: Balances client satisfaction with business interests.
  • Sample Answer: “I assess long-term value, negotiate terms that align with both sides, and communicate transparently to manage expectations.”

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 Sample Question Rating (1–5) Comments
Acquisition Strategy “Walk me through your 90-day plan.”
Market Research Skills “How did you select your target market?”
Negotiation Skills “Describe a challenging deal and how you closed it.”
Problem-Solving “How would you adjust if KPIs aren’t met?”
Communication “Present your acquisition strategy.”
Cultural Fit “What motivates you to work in acquisition?”

"Standardize interviews" – Use our customizable scorecard templates

Learn More  ->Get a demo

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: Employment Offer – Acquisition Specialist

Dear [Candidate Name],

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

Start Date: [Date]

Compensation: [Details]

Please review and sign the attached offer to confirm acceptance.

We look forward to your contributions.

Sincerely,

[Your Name]

[Your Position]

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Sample rejection letter for {role_name}

Subject: Application Update – Acquisition Specialist

Dear [Candidate Name],

Thank you for applying to [Company Name]. While we were impressed with your background, we have chosen to proceed with another candidate whose profile better matches our current needs.

We appreciate your interest and encourage you to apply for future opportunities.

Best wishes,

[Your Name]

[Your Position]

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Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary