FIRST INTERVIEW: In-house recruiter made email contact three weeks after soliciting my résumé through a mutual personal contact. In that first email, recruiter asked me to provide three times/dates I'd be available for a phone interview. I provided those times/dates within an hour. He then blew me off until the day after the last date I provided. No note that he'd be out of the office, no outgoing voicemail message that one of is kids was on fire, no response to any of my three voicemails. When he reached back out, it took another week-and-a-half to actually get the phone interview with him. So that's about six weeks from the time he solicited my resume to the first interview. Ramsey claims to be extremely picky about who they hire. But that wasn't picky; it was just unprofessional and lazy. The interview itself was a 30-minute, get-to-know-you, non-technical interview with the recruiter. He asked me two questions. He spent the rest of the time talking about how important good culture fit is, without doing much to ascertain whether I'd be a good fit. Prior to the second interview, they emailed me an online DISC profile personality assessment and asked me to complete it and send them the results ahead of the second phone call. SECOND INTERVIEW: Another thirty-minute, non-technical, get-to-know-you, phone interview with the team lead who, again, spent most of the time talking about how important culture was and how awesome his team was. He mentioned that they believe so strongly in the helpfulness of the personality profiles that every staff member in the building (500+) has their DISC profile on their desk. The idea, evidently, is that whenever you approach a co-worker, you can see their personality archetype and know right away how to deal with/handle them. The team lead pushed the idea that while his team is working "at capacity", he'd rather leave the position unfilled than hire the wrong person. He went on to say that it takes about a year to learn the nuances of the job and that he really wants to avoid hiring someone who will use the position to get experience and then jump ship for a better opportunity. It became clear that he was looking for an expression of loyalty or some commitment to a minimum term of service. I wasn't prepared to declare my loyalty to the company when I hadn't met the team yet, and told him so. CODE TEST: I then received an HTML/CSS code test based on one of the company's email marketing templates. The test dealt with media queries and class-based styling changes. They wanted it returned in 24 hours and I did that. I received two points of feedback: first, that I clearly knew my way around HTML and CSS; second, that I clearly had no experience working with email templates. At any rate, they liked it enough to offer me a third interview. THRID INTERVIEW: A forty-minute, non-technical, FaceTime interview with the team lead again. More get-to-know-you. He thought I'd be a great fit with both his team and with the staff at large. We set a time to have me take the fourth phone interview, this time with the head of all marketing for the company. We tentatively set a date for me to come on-campus and meet the team. He closed the third interview, however, by asking me to take a week "to pray about it" with my wife, to make sure that this job with this company was "really where God is leading" me. REJECTION: On Wednesday of that waiting week, I received an anonymous, automated, unsigned, email from the HR dep't telling me they were not going to move forward with me. IMPRESSIONS: I feel as though I failed some sort of undisclosed, shadow test. I feel as though they are really looking for people who "drink the Kool-Aid" with regard to Dave Ramsey's financial and investing advice. Finally, the company overtly touts how Christian it is and how "Biblically-based" it is, but they consistently delayed me, wasted my time, blew me off in between the various steps. Were they testing to see how badly I really wanted the position? I can't say. I call that behavior unprofessional, at best. I could also say that they are in the position of being stewards of their applicants' time, and that they consistently exercised poor stewardship in that regard. ADDITIONAL INFO.: If they did a background check, they didn't tell me about it. I was told that the final step of the interview process is to have someone who works at the company, along with their spouse, take me and my wife out to dinner and "get to know your family". They are very big on the idea that the company is a big family. Many of them go to the same handful of Protestant, Evangelical, churches in Williamson County, TN. I have a law degree in addition to my technical training. It was clear to me that the couples dinner is Ramsey's opportunity to elicit from the candidate information that cannot be asked in an interview process (religion, family, politics).