After a late start to the interview, which I reacted to graciously, it was concluded just 2 minutes after its revised end time. And I was tersely told that I could ask just one of the six important questions I brought to the interview. At the risk of sounding trite, interviews are a two-way street where the candidate is every bit as much interviewing the company and interviewer as they are being interviewed by them. How could a candidate possibly assess company fit when the salient questions they brought to discuss are sidelined by the interviewer? They cannot. This deficiency in the Nexla interviewing process will give serious pause to any candidate worth their salt. Moreover, I was asked several times about what solutions I would prescribe for their sales organization without ever being briefed on its current condition, makeup, present problems/challenges, and so on. Accordingly, they’ve set up the candidate to fail in their response since this information is an obvious prereq to providing an intelligent, prescriptive answer. I have a deep well of sales process reengineering expertise, and it’s disappointing that we couldn’t explore it in the context of how it could be applied to Nexla’s current needs. 3 of 3 Nexla interview reviews on Glassdoor are flagged as “Negative Experience.” Mine makes four. Nexla strikes me as a potentially promising company, but it’s going to send talented practitioners running for the hills if they don’t course-correct their interview process. For the sake of their future success, they best do that with urgent effect. One final word of caution. Given the obvious connection of any Rev Ops position to the company’s CRO, I asked in both interviews about the recent CRO who left Nexla after just 9 months. I received cagey responses from both employees which is certainly an amber if not red flag. It tends to corroborate the recent review that stated, “Nexla feels like a revolving door, with employees coming and going in less than a year. Just check out their LinkedIn photos!” And last, the second of my two interviews concluded 20+ days ago. Despite following up to both interviewers thanking them for their time, I have never received any response from either of them. Needless to say it’s unprofessional, but it also adds Nexla to the list of unscrupulous employers we read about every day on LinkedIn who – through their poor treatment of candidates – are abusing the hiring process. My business law professor told us never to forget the timeless axiom, “People may forget what you say to them, but they will never forget how you made them feel.” Nexla would be well-advised to remember that every employers' labor market is followed by an employees' labor market. And any company that abused the hiring process during that employers' job market will be neither forgotten nor forgiven when the pendulum swings back.