My first-round virtual interview with Doc Go seemed promising. However, the prospect of participating in more than eight interviews for the same role seemed a bit daunting and unconventional, particularly given the absence of an established panel-style interviews. The initial round was engaging and left me feeling positive about the opportunity. So much so, I was scheduled for further discussions with two more interviewers the following day. After adjusting my availability and having these appointments added to my schedule, I was taken aback when I received notice at the end of the day, just before my interviews, that they had been cancelled without a generic explanation. The response I received was a "we had many high caliber candidates to choose from etc..." which was a disappointment, particularly as I had already prepared and cleared my schedule for the upcoming interviews. Naturally, I sought further feedback on their decision, only to be told that they were looking for candidates with "more progressive experience". This left me puzzled. Wasn't my resume reviewed before it was passed on to the additional team members? It appeared to be a sign of a flawed process. It left a sour taste in my mouth about an organization that, on the face of it, seems to be grappling with several issues. What's more disappointing is that my professional background, featuring leadership roles in both healthcare and technology companies, aligns perfectly with the role. The overall experience was truly disheartening and leaves much to be desired about the candidate experience at Doc Go.

I interviewed for the VP Talent Acquisition role unfortunately, I must express my disappointment with the overall experience. The initial stages of the interview process, including the virtual interviews with the recruiter and CHRO, went relatively smoothly. However, my experience took a turn for the worse during the onsite interview. Upon arriving at the designated location for the onsite interview, I was informed that two out of the three scheduled interviews would be conducted virtually. This information was not communicated to me beforehand, leading to confusion. It was disheartening to realize that the interview setup was inconsistent and not aligned with my expectations. Furthermore, I was informed on-site that one of the interviewers had not confirmed their availability, resulting in the absence of a backup interviewer. Given the critical nature of the role and the importance of the interview process, I expected a higher level of organization and urgency. Unfortunately, this lack of preparedness and confusion during the interview left a negative impression. Adding to the disappointment, I was subsequently ghosted by the hiring team. I did not receive any additional feedback or updates regarding the status of my application, leaving me with a sense of ambiguity and unprofessionalism. It is important to emphasize the significance of a positive candidate experience, regardless of the outcome of the hiring process. Effective communication, clarity, and timely updates are essential in fostering a respectful and transparent process. Regrettably, my experience fell short of these expectations. Constructive feedback and open communication play a vital role in shaping a candidate's perception of an organization. I believe that providing candidates with feedback, even if it is a rejection, demonstrates respect and professionalism. I hope that you find this feedback valuable and consider it as an opportunity for improvement. I appreciate the chance to share my concerns and experiences, and I genuinely hope that future candidates have a more positive and seamless interview journey with your organization.