91springboard

1. Application and resume shortlisting

Candidates apply through 91springboard's careers page, job portals or referrals, with resumes shortlisted based on relevant sales, operations or community-management experience and communication ability.

2. Recruiter or HR screening call

An HR representative discusses your background, understanding of the co-working and flexible workspace business, and expectations around role, location and compensation before moving you forward.

3. Functional interview

A round with the hiring team assesses sales pitch, member-relationship management or facility-operations skills depending on the role applied for, often through role-play or scenario questions.

4. Centre or business-head round

A centre manager or business head evaluates ownership, communication and how you would handle real member, vendor and day-to-day facility situations at a co-working centre, and checks alignment with growth targets.

5. Offer discussion

A short discussion covers preferred centre or city posting and readiness to join, since many roles are location-specific and hiring managers prefer to confirm this early.

6. HR discussion and offer

The HR team discusses compensation, benefits, joining timelines and policies before releasing the offer letter after final calibration among interviewers.

91springboard's interview process typically runs over one to two weeks, combining a screening call with a functional round and a final discussion, since most roles involve fewer stages than large corporate hiring.

Round 1: Recruiter screening call

A short call to understand your background, interest in the co-working industry, and basic fit for the role you have applied for, along with location and availability.

• Why do you want to join 91springboard
• Your understanding of the flexible workspace business
• Your current location and preferred centre

Round 2: Functional interview

Sales candidates are typically evaluated on pitching and negotiation skills, while community and operations candidates are assessed on service orientation, multitasking and problem-solving under everyday pressure.

• Pitching a co-working membership to a startup founder
• Handling a member complaint about facility issues
• Basic vendor and facility-management scenarios
• Managing multiple member requests at the same time

Round 3: Centre or business-head round

A centre manager or senior leader checks ownership, communication and fit with a member-facing, service-driven business, and may ask about handling growth targets.

• Describe a time you resolved a difficult customer situation
• How you would improve occupancy at an underperforming centre

Round 4: HR round

A concluding discussion covers compensation, benefits, notice period and offer formalities, along with an opportunity to ask questions about the team.

• Salary expectations and preferred centre location