The process consists of 6 steps, one previous interview with a member of the team, a take home assessment, a recruiter interview, a live assessment, a interview with the manager and last an interview with a director.

To be clear, the process is long and can be disorganized. This is a fast growing startup and if you can’t roll with it the company may not be a good fit. There were six steps and honestly doing this while working was tough. It took a lot of time and investment from me. The process also took four months. Had a conversation with the manager and that was cool but nobody followed up with me until I did so two weeks later. Had I not done this I would not have been hired. Then the actual steps are a take-home which seems to test your ability to learn the product fast and see what your thought process is when role playing as support (this seems to weed out quite a few folks). I was told a week was enough time by the manager and the recruiter said 48 hours. I got it back ASAP. Next was a troubleshooting session. While you don’t need to be an expert, it definitely helps to study Clay university. I scheduled it a week away to give myself time to learn after work. This is to see your thought process. The rest are vibe checks with the manager who is checking to see if you’re manageable, his boss who wants to know more about your work history and experience, and his boss who wants to ask anything else that wasn’t covered in the other steps. Then finally references (two managers). Overall, it’s a thoughtful process designed to pick driven individuals who are fast and focused. Clay is not a company you can phone it in at and showing an aptitude to learn quick and being someone they can work with is important. The downside is the anxiety between steps because you invested so much time and energy and aren’t sure if you are moving to the next step. However, they’re very fast and being proactive will serve you well for this process.