I entered the process genuinely excited about Sonar. The product is solid, the brand is strong, and the leadership team has impressive backgrounds. But over four months, I completed eight interviews with nine people — including a personality test, a mandatory office visit, and a bar-raiser session with the CEO. I received positive feedback throughout and was told a written offer was being prepared. Then, without warning or explanation, I was rejected. No closure. No accountability. Just a quiet reversal after months of engagement. The experience raised important questions: If hiring at this level is this unclear and disjointed, what does internal alignment look like? How are high-stakes decisions made? Sonar may be a great place for some, but their senior hiring process sent mixed signals. It looked like a company still deciding what kind of leadership it wants — and burning candidate goodwill in the process. Advice to Leadership: The way you hire is the first system a candidate experiences. If you're serious about scaling, the process should reflect the clarity and decisiveness you expect from your leaders.