Simplilearn

1. Online application

Candidates apply through Simplilearn's careers page or job portals, with resumes screened for relevant skills in sales, content, technology, or customer support. Strong communication skills are valued for most customer-facing roles.

2. Resume shortlisting

The talent acquisition team reviews academic background and experience to match candidates with the right team, such as inside sales or product. Relevant certifications can help candidates applying for content or technical roles.

3. Telephonic or HR screening

A recruiter discusses your interest in edtech, communication skills, and expectations, and explains the role and compensation structure. This call also clarifies whether the role is target-based or fixed in nature.

4. Assessment or task round

Depending on the role, candidates may complete a sales role-play, a writing sample, or a technical assessment relevant to the position. This helps the hiring team judge practical skill rather than only interview performance.

5. Technical or functional interview

A hiring manager evaluates domain skills, whether in inside sales, content development, or software engineering, along with problem-solving ability. Real scenarios from learner interactions are commonly used.

6. Final HR round and offer

The last round covers culture fit, compensation, and joining timelines before the offer letter is extended to the selected candidate. Background verification typically follows once the offer is accepted.

Simplilearn typically runs three to four rounds, with an added task or role-play round for sales and content positions.

Round 1: HR screening call

A recruiter checks your communication skills, interest in edtech, and comfort with target-driven or fast-paced work depending on the role applied for.

• Why do you want to work in edtech
• Your understanding of Simplilearn's course offerings

Round 2: Assessment or task round

Sales candidates often complete a mock sales call or role-play, while content and tech candidates may get a writing sample or coding test.

• Pitching a certification course to a working professional
• Writing a short course description or blog outline
• Basic coding or SQL problem for tech roles

Round 3: Technical or functional interview

A hiring manager digs deeper into your domain expertise, past projects, and approach to problem-solving relevant to the specific team.

• Handling a learner who wants a refund
• Explaining a technical concept in simple terms
• Prioritising tasks under tight deadlines

Round 4: HR and offer discussion

The final round covers salary expectations, incentive structures for sales roles, and joining formalities before the offer is rolled out.

• Your salary expectations and notice period
• Long-term career interest in education technology