The interview process included two components: 1) a 30-minute phone screen with one of the Culture Strategists, and 2) a 1.5-hour in-person interview at the company: one 45-minute interview with the other Culture Strategist, and one 45-minute interview with the Head of Culture Strategy. Though the team was friendly and asked some good questions, the candidate experience wasn't great. The interviews felt rushed, and the interviewers seemed a bit distracted. To a degree, this is understandable because they're balancing interviews with what seems like a large workload. However, it also speaks to the company's culture and level of respect for the Analyst role. The Head of Culture Strategy took notes on his lap top during his interview, which was a bit off-putting. The role's job description was also positioned as entry-level, but they seemed to be actually looking for more extensive experience and sophisticated data analysis skills. Additionally, the shared workspace the company works out of felt disorganized, which can be natural for a startup, though also contributes to first impressions of the organization. All in all, it wasn't an intensely negative experience -- just not a notably positive one. The crux of the feedback to CultureIQ is to remember: the candidate experience is indicative of the employee experience. Treat your candidates like you're grateful of their time, rather than they should be grateful for yours.