I recently interviewed for an HRIS role at Dropbox and unfortunately had a very disappointing experience. Within the first 10 minutes, I realized the conversation with the Hiring Manager was so off-putting that I chose to withdraw my application during the interview. The hiring manager came across as curt and disengaged, creating a transactional and unwelcoming atmosphere that did not align with Dropbox’s stated values. Additionally, the expectations for the role were unrealistic. Having been part of the Workday ecosystem since 2012, I can confidently say that the type of candidate the hiring manager is seeking — someone with deep hands-on configuration expertise across all modules plus integrations — is a unicorn. It reflects a fundamental misunderstanding of how Workday skills are built and specialized over time. I was also baffled as to why this degree of specialization was required when this role would ostensibly have 5 direct reports with Workday experience. First impressions matter, and candidates take away just as much about a company during interviews as the company does about candidates. I hope Dropbox leadership takes a closer look at how candidate experience and hiring expectations are being managed, as this seems to be a critical role to urgently fill and my experience did not seem to align with the company’s strong external brand.