How to Get Hired at VIEWS

VIEWS has 40 open roles listed as of early July 2026. That is a meaningful number for a single company, and it signals an active growth phase where teams across functions are expanding at the same time. If you have been thinking about applying to VIEWS, the timing is in your favour right now.

With 40 positions open simultaneously, the hiring is unlikely to be concentrated in just one department. You are likely to find roles across technology, operations, business development, content, or customer-facing functions depending on what VIEWS focuses on. Even if your exact title is not listed today, a company hiring at this pace refreshes its listings frequently, so checking back every week and applying promptly when a relevant role appears is a simple strategy that actually works.

For Indian job seekers, joining a company during a hiring surge like this often means faster onboarding, more influence over how your role takes shape, and more room to grow as new teams are built around you.

Interview processes at growing companies tend to follow a predictable structure, though the exact number of rounds varies by role and seniority. Based on how companies at this scale commonly run hiring, here is a likely path for most VIEWS roles.

Not every role will include all six stages. Fresher or junior roles may skip the assignment round entirely. Senior or specialist roles may include an extra panel or a leadership interview. If you do not hear back within two weeks after submitting an application or completing a round, a polite follow-up email to HR is completely appropriate and rarely hurts your chances.

Growing companies with active hiring pipelines consistently look for three qualities before anything else: the ability to do the job, the drive to grow, and the temperament to work well with existing teams.

Relevant, demonstrable skills. Listing job titles is not enough. Interviewers at companies in a growth phase want to see concrete output: campaigns you ran, systems you built, revenue you contributed to, problems you resolved. Use figures from your own work history freely, because those are yours to cite.

Clear communication. Candidates who explain their thinking in simple, direct sentences consistently perform better than those who give dense or overly technical answers. Practice structuring your answers around what you did, why you did it, and what happened as a result.

Ownership and initiative. With 40 open roles being filled simultaneously, teams will form fast and direction will sometimes be unclear. Hiring managers value candidates who have identified a problem and taken action without waiting to be told, rather than those who hold back for detailed instructions.

Adaptability. Scaling companies change quickly. New tools get adopted, priorities shift, teams get restructured. Showing that you have navigated change well in the past is relevant regardless of the function you are applying for.

Match your resume to the job description. Read the listing carefully and reflect its language in your resume where it is accurate. If the description says 'client relationship management', use that phrase where it applies. Automated screening tools match keywords before a human ever reads your application.

Research VIEWS before every round. Look at their LinkedIn page, recent announcements, and any publicly available information about their products, customers, or business model. Knowing what the company actually does allows you to connect your experience to their real needs during the interview.

Prepare strong STAR stories. STAR stands for Situation, Task, Action, Result. Most behavioural interview questions, whether 'tell me about a time you handled a difficult stakeholder' or 'describe a project that did not go as planned', are best answered with a structured story from your past. Prepare a few that show ownership, problem-solving, and impact from your own history.

Know your own numbers. Whatever field you work in, be ready to talk about impact in concrete terms: volume of work handled, improvements delivered, outcomes achieved. These are your own figures and you can cite them freely.

Prepare thoughtful questions to ask. Asking about team structure, what success looks like in the early months, or what the biggest current challenge is, shows genuine interest. It also helps you evaluate whether the role is actually right for you.

On the assignment round, prioritise quality. If there is a take-home task, read the brief carefully, ask a clarifying question if anything is ambiguous, and submit work that is clean and well-explained. A rushed submission rarely recovers.

Knok checks 150+ job sites nightly, applies to jobs matching your resume, and messages HR for you, so you do not miss a VIEWS opening while you are busy preparing for interviews.

Detailed public information about VIEWS's internal culture is limited, so the guidance below is about how to read culture signals during your interviews rather than a definitive description of what working there is like.

Signals from the interview itself. The questions you are asked reveal a lot. Questions about handling ambiguity suggest a fast-moving environment. Questions about cross-functional collaboration suggest that working across teams is common. Questions about how you prioritise under pressure suggest the workload is real. Pay attention to the conversational tone as much as the content.

Questions you should ask. Direct questions tend to give the clearest signal. Try asking: 'what does the team's day to day look like right now', 'how are decisions typically made here', and 'how does the company respond when something goes wrong'. Good interviewers will answer honestly, and evasive answers are themselves informative.

What scaling companies typically look like. With 40 roles being filled at once, VIEWS is building teams, not just filling seats. Companies in this phase tend to reward initiative and move quickly, but can also feel less structured than established firms. If you thrive with clear processes and defined responsibilities, ask specific questions about how work gets structured and how performance is measured.

Growth potential. Companies that hire aggressively often create new roles and team leads from within as they scale. If internal mobility and learning opportunities matter to you, ask for concrete examples of people who grew into bigger responsibilities after joining.