Ace Your Orum Interview: The Top 20 Questions You Need to Prepare For

In the past year here at Orum, I interviewed 250+ SDR candidates to hire ten. Two came from our own network. That’s a ratio of almost 30:1 for interviews to positions filled. Was I picky? You bet — we’re building the best SDR organization on this planet.

Every candidate I interviewed was solid on paper. Those that progressed to the final stages, however, set themselves apart by nailing five principles.

I was honored to collaborate with Brooke Bachesta, Revenue Enablement Manager at Outreach. io, to show candidates how to ace the SDR interview and help managers find the one-in-thirty star candidate If you’re new to sales or an SDR leader who wants to improve your interview skills, this article is for you.

Getting hired at a fast-growing startup like Orum is no easy feat. With its innovative AI-powered sales engagement platform, Orum has been shaking up the sales tech industry since its founding in 2018. As an organization at the forefront of leveraging technology to transform sales processes, Orum only recruits the best and brightest talent.

So how do you stand out and prove you have what it takes to join the Orum team? Thorough preparation and insight into the company’s interview process can make all the difference. In this comprehensive guide I’ll walk you through the 20 most common Orum interview questions along with tips on how to nail your responses.

Overview of the Orum Hiring Process

Before diving into specific questions, it’s helpful to understand the overall flow of Orum’s interview process. Here’s what you can expect:

  • Recruiter Screen 30-45 minute call with an Orum recruiter to evaluate your background and alignment with open roles.

  • Technical Assessment: 2–1 hour online coding test or homework to do at home to see how well you can do things with your hands.

  • Hiring Manager Interview: 45-60 minute discussion focused on your experience, achievements, and motivations.

  • Team Interviews: 3-5 additional 45-60 minute interviews with potential teammates and cross-functional leaders.

  • Case Study: For some jobs, you may need to give a case study presentation to show that you can think critically and solve problems.

  • Executive Meeting: Last 30- to 45-minute interview with a top leader to finish the process

The typical Orum interview process lasts 2-4 weeks from initial recruiter screen to offer stage. Candidates praise the transparent and well-organized approach. The key is showcasing your unique value-add through the various discussions and assessments.

Now let’s look at the top questions you’re likely to encounter and how to nail thoughtful, compelling responses.

The 20 Most Common Orum Interview Questions

1. Tell me about yourself.

This ubiquitous opener is your chance to share your background, skills, and motivations in a concise yet compelling narrative. Avoid simply reciting your resume – instead, highlight your most relevant experiences and qualities in a story that shows why you’re an exceptional fit for the role and Orum’s mission.

Example response: “My passion for sales emerged over a decade ago during my first business development internship at a high-growth SaaS startup. Since then, I’ve dedicated my career to not only exceeding sales targets, but doing so in a way that fosters authentic, mutually-beneficial client relationships. This led me to Orum, where I’m inspired by the vision of leveraging technology to empower sales teams and create the most effective engagement strategies possible. With my industry experience driving measurable revenue gains by refining sales processes and adopting cutting-edge tech, I’m confident I could have an immediate and long-term impact on Orum’s continued innovation and leadership in the sales acceleration space.”

2. Why do you want to work at Orum?

Orum wants to know that you have a genuine interest and understanding of their company mission and culture. Go beyond generic compliments – talk specifically about Orum’s values, products, and growth opportunities that deeply resonate with you. Demonstrate through your response that you’ve done your research and are excited to immerse yourself in their fast-paced, collaborative environment.

Example response: “Orum’s commitment to revolutionizing sales engagement through AI-powered technology deeply aligns with my own values of embracing innovation to create win-win solutions. Your product helps sales teams build the authentic connections that are the foundation of any business relationship, rather than spamming prospects with generic outreach. This human-centric approach combined with data-driven insights is the future of sales, and I’m thrilled by the opportunity to be part of it. Beyond the mission, I’m drawn to Orum’s transparent culture that empowers every team member to do their best work. The camaraderie, constant learning, and meaningful contributions that define the Orum experience make this an ideal environment for me to maximize my potential and help the company achieve its ambitious goals.”

3. What are your strengths?

Hiring managers want to understand how your strengths directly translate into success in the role. Choose 2-3 qualities that make you stand out and provide specific examples that showcase these attributes in action. Quantify your achievements when possible. Pick strengths that align with Orum’s values and culture.

Example response: “Two of my biggest strengths are my resilience and my ability to build authentic relationships. Even when faced with rejection or challenges, I persistently maintain a positive, solutions-oriented attitude that has been pivotal in exceeding ambitious sales goals. For example, last year I exceeded my new business target by 35% despite initial struggles breaking into a new market. I built rapport with over 100 prospects through tailored outreach and tenacious follow-up until I carved out a robust client base. My genuine interest in each client’s needs and my ability to develop trust has been instrumental throughout my career, leading to many long-term partnerships and consistently high client satisfaction.”

4. What is your greatest weakness?

Don’t actually share your greatest weakness! The key here is to choose an area you’ve been actively improving on, then demonstrate how you’ve leveraged strategies to overcome that obstacle and achieve success. Show that weaknesses don’t hold you back when you tackle them proactively.

Example response: “Early in my career, I struggled with public speaking and delivering compelling sales presentations. Realizing this weakness could seriously limit my success, I committed myself to mastering presentation skills. I proactively sought out opportunities to present to teammates and asked for honest feedback on my delivery. I also enrolled in a public speaking course and joined Toastmasters to hone my abilities through practice. Within a year, I had gained the confidence and skillset to engage audiences of any size. Now, after each presentation, I’m approached by attendees eager to connect – a testament to how I’ve developed a compelling speaking style through dedication and self-awareness.”

5. Tell me about a time you demonstrated leadership.

Leadership takes many forms – it could be spearheading a new initiative, mentoring junior team members, or even just showing exceptional dedication that inspires those around you. Choose an example that highlights leadership qualities and skills relevant to the role. Focus on the obstacles you navigated, specific actions you took, and the end results that exemplify your leadership capabilities.

Example response: “As the most tenured sales representative, I recognized our onboarding program for new hires desperately needed improvement. The outdated, disjointed materials left reps ill-equipped for success in their first months. I stepped up to lead a project to revamp the program, collaborating cross-functionally to create a structured 4-week curriculum. My role spanned project management, content creation, and getting buy-in from leadership. I also personally mentored each new cohort, providing hands-on guidance and support. Within 6 months, we saw new reps ramp up productivity by 35%. The program’s success validated my ability to drive strategic initiatives and unite teams behind a shared goal, resulting in rapid professional growth.”

6. Describe a time you faced a conflict at work and how you handled it.

Conflicts are inevitable in collaborative settings. What’s important is demonstrating professionalism, restraint, and proactive resolution even in difficult interpersonal situations. Share a story that showcases your emotional maturity, problem-solving abilities, and accountability. Focus on the constructive action you took independently and be honest about your part in the conflict while maintaining diplomacy.

Example response: “In a previous role, I experienced tension with a peer on my team who felt I wasn’t pulling my weight on a joint project. Rather than react defensively, I proactively set up a 1:1 and asked for their perspective. They brought up valid concerns that made me realize I’d been overly focused on my own workloads. I apologized for any lack of communication or follow through that contributed to friction. We had an open conversation and agreed on improved processes to enhance collaboration and transparency. This experience taught me the importance of empathy, owning my mistakes, and taking proactive steps to get alignment, even in tense circumstances. Though challenging, we emerged more cohesive and productive team members.”

7. Why are you leaving your current job?

It’s important to avoid bad-mouthing your current employer or portraying yourself negatively. Keep the focus on your growth goals and desire for new challenges, maintaining a tone of gratitude. Share your rationale objectively, and emphasize that you’re committed to smooth transitions all around.

Example response: “I’ve sincerely enjoyed my time at Company X and have nothing but respect for my leaders and teammates there. Over the past few years, I’ve had the opportunity to hone my skills and make valuable contributions to the company’s success. However, I’m now looking to take the next step in my career and expand my horizons. Orum’s innovative, fast-paced environment aligns perfectly with my goals and strengths. This opportunity would allow me to utilize my full range of experience while also pushing me to grow and add new capabilities, which I find deeply motivating. If selected, I will ensure all my responsibilities are transitioned smoothly to set both the team and myself up for ongoing success.”

Open-Ended vs Close-Ended Questions

What kinds of questions does the SDR candidate ask when the interviewer hands the microphone back to them? Not asking any questions is often a reason to be kicked out of the running. They’re either not serious, underestimate the role, or both. Brooke also says that you probably won’t impress the interviewer if you ask broad questions like “What makes your bottom reps different from your top reps?” or short, yes or no questions. To ask a better question, try something like, “How many reps met their quota? What does participation look like? Why do you think that is?” On the other hand, open-ended questions are a strong sign that the candidate will be able to have good conversations. An SDR needs to stay in charge of the conversation in order to keep a prospect’s attention and provide value. When someone asks them a question, they should answer it and then take over the conversation with their own question.

“What are some questions you’d ask to qualify or disqualify a prospect?”

Questions are the name of the game — the better the question, the better the answer. The candidate’s answers will show how well they understand the problems in the market and how their solution will solve them.

In Brooke’s experience, this question works better for either tenured positions (like Enterprise SDR) or closing reps. Focusing on behavioral questions over company specifics is a tactic some interviewers will use.

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