If advancing in the process, the next interview steps vary based on the role you're applying for. Be prepared to demonstrate how you meet the qualifications of the job by sharing specific examples from your past or ideas about how you would accomplish a specific task. Be sure to share how skills you have gained throughout your career will translate to the role for which you are interviewing. For some of our openings you may be asked to write code, share a creative portfolio, or provide examples of your work in other ways. You’ll meet with a few people—some potential teammates and some cross-functional colleagues—for up to an hour each. The hiring team gets a chance to get to know you—and you get a chance to get to know the team. Post-interview, your recruiter can help you understand the specific timeline of when you can expect to hear back regarding the hiring decision.​

Before You Interview With Scout

Do your research and due diligence

Don't stop at understanding the position you’re interviewing for. Learn about Scout as a business and how the position contributes to helping us achieve our mission. You should understand what's happening in the tech industry, what Scout is doing well, and how we can make ourselves stand out from the competition. Learn about the organization and team you’re interviewing with, understand what they do, and reflect on how and why you want to be a part of it. This is also a chance for you to make sure that the opportunity is what you are looking for. Make sure to prepare questions to ask during your interview.

Know your core skillset and competencies

The interviews will include competency-based questions, as well as questions about your resume. Keep the core competencies in mind. Think of examples you can share or incorporate into your conversation. These are our core competencies:

  • Service. Go above and beyond to provide the highest level of service to its clients, offering valuable time and expert thought leadership throughout the lifetime of its partnerships.
  • Relevance. Focus on the ever-changing needs of its clients in an everchanging world of brand risks in order to ensure that the platform’s ongoing list of features & services are pertinent to the current and future needs of its partners.
  • Reliability. When a company works with Scout, they gain a legitimate partner in their business that is dedicated to the established objectives, goals and overall success of that partner's business.
  • Agility. Scout’s ability to be nimble and agile allows the platform to conform to a myriad of industries, offering flexible solutions to solve various issues from organizations of all shapes and sizes.
  • Evolution. Works with existing
    partners to evolve its platform to offer new and improved solutions that meet the significant challenges that each client faces, regardless of their industry or approach.
Understand how you will accelerate our culture

At Scout, we believe that living our culture is key to achieving our mission. Selecting people who have the right skills and mindset is important, not only for the company we are today, but also for the company we aspire to be. 

Our growth-mindset culture is designed to drive innovation and collaboration. Being a learn-it-all instead of a know-it-all fosters curiosity and prompts us to be inclusive and seek new and diverse perspectives. 

For our interview process, we focus on these key aspects of our culture:

  • Growth Mindset. True learners who can acquire new skills rapidly and connect with others to help bring big ideas to life.
  • Diverse & Inclusive. Being open to learning about your own biases and changing behaviors accordingly. Value differences, seek them out, and invite them in. 
  • Values. When we come together, we treat each other with respect, we act with integrity, and we are accountable to one another for our words and actions.
  • Manager Expectations. Our Managers help bring our culture to life. As they model, coach, and care, they help reinforce our culture and create the environment where everyone can do their best work.

Learn more about the Scout Company Culture.

Envision the long-term prospects for your future and growth

We encourage you to have a vision beyond the role you’re applying for. At Scout, you can build a career across a variety of teams and disciplines. Go to Scout's Corporate Social Responsibility to learn more about how Scout has helped make a social impact.

During Your Interview With Scout

Be who you truly are—be yourself

We value authenticity and unique perspectives. We invite you to come as you are. So, you don’t need to dress up to impress us. Wear whatever makes you most comfortable.

Demonstrate your ability to think critically and solve complex problems
We want to see not only what you know, but also how you think. Be prepared to share your thought process and explain the rationale behind your decisions. When asked to solve a problem or develop code, ask clarifying questions, state your assumptions, and be prepared to share your opinions or explain your choices.
Throughout the assessment process, we aspire to assess fundamental knowledge, capability, and learning potential. We don’t expect you to know everything. When you get stuck or don’t have experience with the subject matter, we encourage you to ask clarifying questions that show your integrity, collaboration, and ability to be resourceful.
Be specific, clear, and concise
We recommend you use the STAR(R) model when answering questions. This will help you create clarity and structure your response. 
  • Situation
  • Task
  • Action
  • Result
  • Reflection 

Situation: Describe the context within which you performed a job or faced a challenge at work. Be as specific as possible.

Task: Next, describe your responsibility in that situation. Perhaps you had to help your group complete a project within a tight deadline, resolve a conflict with a coworker, or hit a sales target.  

Action: You then describe how you completed the task or endeavored to meet the challenge. Focus on what you did, rather than what your team, boss, or coworker did. (Tip: Instead of saying, "We did xyx," say "I did xyz.") 

Result: Explain the outcomes or results generated by the action taken. It may be helpful to emphasize what you accomplished, or what you learned.

Reflection: Finally, what did you learn? To know where you're heading, you've got to know where you've been. Be sure to conduct regular root-cause analysis on all aspects of your work product. 

After Your Interview With Scout

Ask for Scout's intended interview timeline
At the end of the interview process, ask the Hiring Manager or Recruiter when you can expect to hear back about next steps or the hiring decision.
Make it your responsibility to maintain a health follow up cadence

Your Recruiter will follow up with you about the outcome of your interviews as soon as a hiring decision is made. Feel free to send a thank you email to the Recruiter, who will forward it to the Hiring Manager and interviewers. 

Be sure to stay connected with your point of contact