Interview process was unusually founder-led: two 1:1 interviews with the CEO/Founder (no HR touchpoint) followed by a 1.5-hour case study, again with the CEO, based on real challenges the company is currently facing. The case study required meaningful prep time. Throughout the process, the conversations felt positive and I left with the impression there was mutual interest. After asking about compensation toward the end of the final call, I was rejected and then ghosted. I followed up multiple times for basic feedback given the time investment and never got a reply. This isn’t just a bad interview experience. It shows how the company works.. What I saw in the process matches what I heard from current and former employees: chaotic culture, unclear expectations, high pressure, and little respect for people’s time. If you’re thinking of joining, read the negative reviews and believe them. They’ll tell you they’re “improving,” but I didn’t see it. It felt like a poorly run remote company with lots of turnover.

From the very first screening call, the process left room for improvement. The recruiter did not introduce herself or present the company, which made the conversation feel impersonal. She also rushed through the questions, strictly following a script — checking off answers on her screen without engaging in a meaningful dialogue. The interaction felt robotic, with little effort to make the conversation interactive or show genuine interest. It was more of a rapid Q&A session: “OK, next question.” Additionally, there was no allocated time for questions, leaving no opportunity to clarify details about the role or company culture. No information was provided about the different stages of the hiring process, nor was there any mention of a salary range for the position, which is typically an essential part of a transparent recruitment process. The overall process was also quite demanding — spanning seven interviews and requiring late-night and weekend availability for calls. While I understand the need for thorough evaluations, a more structured and time-efficient approach would improve the candidate experience.