I interviewed for this role nearly a year ago, but the experience was so bad I still think about it. Hands-down the worst interview experience of my career thus far. As someone who works in HR, it was a powerful lesson on how not to treat candidates. The recruiter reached out to me on LinkedIn; we had a pretty standard screening and they did a great job selling the company culture. From there on out, it was chaos. The hiring manager called me for an interview that I was never made aware of; when I made it to the final round of panel interviews, I was told a different time than the people I was interviewing with. They use Greenhouse as an ATS, which has a calendaring mechanism...so I'm unsure if they hadn’t fully built it out, but I felt like I was managing my own interview scheduling. No one I talked to appeared to have a list of questions or even skills/competencies they were trying to glean from our conversations; it felt like folks just dropped in and thought things up on the fly to ask…questions were all over the place and often repeated across different interviews. The case study process felt antiquated (unless On has a writing culture??), and I was disappointed to have put the time into the case study that I did, only to have it feel like the folks interviewing me in a subsequent meeting were reading it for the first time themselves as we were talking. The questions asked were less based on my prior experience and tried approach, and more “what would you do if…” hypothetical scenarios. I asked the hiring manager about strategic goals and projects for the Talent team for the upcoming year and their response was "just to make it through 2021". I was consistently given timelines for next steps that came and went and/or were subsequently pushed back, without any update from the recruiter unless I reached out to check in first. The process was sluggish, and ultimately took three months and consisted of four interviews, in addition to the case study. I repeatedly wondered throughout if I should back out of the process and discontinue interviewing, and I regret not doing so in hindsight. The outcome? I was told they moved forward with someone else with more relevant experience, but reading other reviews for the role below...it sounds as though they eliminated the position in the final hour and never hired anyone. Woof. My takeaway from this experience was this company’s ego is off the charts; they treat their job candidates as though you are lucky to be interviewing, as though you should be honored to be talking to them. It is not indicative of a "start-up culture" or a "company that moves super quickly" to suddenly eliminate positions as you are finishing final interviews with candidates - it means your process is careless, disorganized and broken. My best advice for the Talent team would be to build out Greenhouse's functionality so you aren't manually managing pieces that could be automated, flesh out your annual or quarterly headcount and requisition process so you are truly recruiting for positions that are required for the business, eliminate those case studies and consolidate interviews so you can move candidates and make decisions quickly (the average turnaround time is typically 1 month in this market, folks), and align your recruiting process to the current market - the emphasis should really be on creating a good candidate experience (which it was NOT).