I never got to the first interview and here is why: I had a Sr. Talent Acquisition Specialist from Charlie Health reach out to me on LinkedIn reporting she felt I met the criteria they are looking for with my background listed on my LinkedIn profile. I am not currently looking for a new role, but I do keep myself open to being a free agent if an opportunity would present itself to me. I had not heard of Charlie Health and did my homework to research who they are, what they do and lastly see what their company culture is like by checking reviews through Glassdoor. Any candidate should be doing this if you want to ensure you are landing with potentially a healthy employer. The Sr. Talent Acquisition Specialist requested to setup a 30 minute introduction interview with me. I accepted after doing a quick search to make sure the company was legit and really did align with the skills I would bring to the table for the listed position. However, after I setup the interview I checked on Glassdoor to see what the company rating is, read reviews and interview reviews. What caught my eye the most is in the last 3 months (Mar-May) the amount of negative reviews regarding the interview process. Requesting potential candidates to have 4 interviews and for some positions, like the one I was going to interview for, required the candidate to make a mock presentation up to 10 slides that must be recorded for the leadership to decide on who is best fit for the role. This is A LOT of work for a potential candidate (who for some, are currently employed full time already) to jump through in order to be chosen for the position at CH. Potential candidates should not have to jump through several hoops and put together a project in order to be hired. Recruiting podcasts also reference this as a Red Flag which is showing potential new hires that CH is a low quality employer. This process will backfire more than provide you with what you think is the best employee for the position based off of your initial many judgments of the candidate. A tip for CH as I do genuinely want this to be a learning moment for the company if tips are welcome. Every employer I have worked for, for a sales position - required 2 interviews max, 2nd interview lead to the offer or 2 interviews with a quick 5min phone call with a VP of Ops or CEO for a last approval. All of those Employers held a 6 week on-boarding process with the last week requiring me to put together a mock presentation to present to my direct supervisor and the leadership involved in my direct role to allow them to see what I had learned, critique the presentation and offer any feedback/recommendations. I do believe this should be the same process for CH. Requiring potential candidates to do all the work up front to potentially not be chosen, is disrespectful of the candidates time. It doesn’t reflect well on CH if this is the hiring process, it leads one to think that this disrespect of your time externally, could also reflect CH on an internal level. I do wish the company the best in finding the right candidates for their roles, but instilling some trust in the candidate goes a long way. After all, if your Talent Acquisition staff are finding some amazing potential candidates, you could be losing more opportunities for best fit by the current lengthy process. Take the risk and let the employee shine and show you once hired, what they will bring to the table.