I was originally connected to the company via an outside recruiting agency. The recruiter connected me with a recruiter within SecurityScorecard to kickstart the company’s interview process. I had four, 30-minute interviews in total: recruiter, hiring manager, potential colleague, and a “culture” HR type person. Additionally, I was asked to complete both a cognitive and behavioral test during the process. In total, I invested about 7 hours of my time in the interviews themselves, interview prep, scheduling, and testing. All interviews were generally positive and not challenging in nature. What rubbed me the wrong way and will never make me recommend this company to anyone is how the interview process ended. After what I felt like was a great mutual fit and connection, I received notice from the outside recruiter (not anyone from SecurityScorecard) just a few days after the final round that the team was “passing” on my candidacy. No feedback. No explanation of the decision. And, spinelessly on their part, no direct communication from the company. They had to hide behind their outside recruiter to deliver the message. Looking back, I think I dodged a bullet given the reviews of the company and the sentiment I got from my interviews that the CEO is “hard to work with” but “you get used to it”. Would not recommend if you want to be treated like a human being and not just another application.

I had a very positive experience. The process included 5 rounds: an initial call with the recruiter, conversations with product and cross‑functional leaders, and a final take‑home assignment. Communication was clear throughout, expectations were well set, and timelines were respected. The interviews focused on end‑to‑end product thinking. I was asked to walk through different stages of the product lifecycle and explain how I handled challenges in discovery, prioritization, delivery, launch, and iteration, including stakeholder management. The questions were thoughtful, role‑specific, and tied closely to the kind of work expected for the role The take‑home assignment was clearly tailored to this role and product area, with a detailed brief and direct questions that made it clear what the interviewers were looking for. It felt like a realistic reflection of the day‑to‑day work rather than a generic exercise, which made the time investment worthwhile.