The interview process began with a phone screen, but no meaningful information was provided about the format or next steps. I was later sent a vague list of interviewers (no titles, unclear if it was a panel), along with a confusing seven-page parking document clearly meant for internal staff. When I asked for clarification, my concerns were brushed off. Privacy was also a concern. The panel was to include non-hiring employees sitting in on discussions about salary history and past roles — conversations that should be reserved for decision-makers. I raised this concern, but the recruiter gave an evasive response. Only after pressing was I told the next step involved multiple in-person photo retouching “test” days — a major time commitment that should have been disclosed up front. As a seasoned professional with a strong portfolio, I don’t perform live demos for an audience. The panel interview appeared more focused on “culture fit” and group opinion than qualifications, with junior employees weighing in based on “vibes.” Fashion Nova justified this by calling itself a “startup,” but after 20 years in business, that excuse doesn’t hold. I withdrew from the process and declined to meet with their panel due to the numerous red flags. After doing so, I received a passive-aggressive message from the recruiter blaming me for raising valid concerns. Proceed with caution.