Cordial and lax. Four rounds the first by phone and the following three on site. The company doesn’t have a role in place to glean information from. They may have bitten off more than they can chew in purchasing a CRM that they’ve not been able to use. It would’ve been more advantageous to hire someone who was accredited and/or using their current firm more extensively. They aren’t clear on what they need. At least 8 tenured admins have interviewed. All have been passed on for personal reasons. The phone interview was easy. The position is being filled to support operations and expected to grow into a higher role in ops later. They are not prepared to fill this role. The onsite interview was about an hour. The third would be a two-three person panel and the final with their “consulting” firm. The questions were not difficult to answer for anyone who has worked within the SF stratosphere for more than 6-10 years. Learning from the recruiter about the feedback for about seven of us whom interviewed (with that tenure); the reasoning for passing on us are all personal knit picky things. Personal questions that should not be asked and aesthetic things that could be deemed discriminatory (nothing to do with our ability at all). Before interviewing my advice would be to lean into the employee reviews. There is some disorganization there that would reveal itself in the interview. I was also advised that there is some discord amongst leadership around this area of the business and the company did identify turnover around this role. It’s worth paying attention to feedback online and keeping that in your back pocket before investing too much. They leaned into wanting a senior level when they really want a junior level (for budget reasons). Essentially putting them back where they started which wasn’t working for them to begin with. That lack of clarity and stability… You deserve to know if this is going to be a stable and sustainable role in an inclusive environment before giving up your time to interview in a “go nowhere” situation where others may have been set up to fail in the recent past. I had a bad feeling before even being called back for the second just because there was so much uncertainty passed down after each convo. The JD is basically a cut and paste of different descriptors. Before going back in make sure they identify all of their other platforms in place, their expectations around knowledge and internal ramp up time. (I’m probably helping them for free right now but I don’t like my time being wasted). Candidates deserve to have just as much information about a company as they do about us. They are feeling things out to help them figure out what they want. That’s worth noting to quell expectations.