I have applied to G-P quite a few times but this was first time I received a real quick response. The HR reached out just a day after I applied and was a sweet lady. She patiently listened and moved my candidature real quick. The second round with the hiring manager was good too. He seemed like a really kind and patient person. The third round is where the BIG red flag came. First and foremost, it's important for companies to at least teach the interviewer about the process they are interviewing for. I understand that they have a lot of experience in their field, but didn't seem to have much idea about the role or how retention marketing really works. So you can't interview a marketer as you'd do a sales person. Sure, they work in alignment but they don't do the same job unlike 20 years ago. Second of all and most important, it takes nothing to be kind and respectful to the candidate, especially in a difficult market like today. Not everyone has a linear career graph. Consistently pressing upon the candidate's career breaks is not a great impression of a company that is in HR tech space and did their round of layoffs in 2022 and 2023. Someone who has left their home country and moved to a completely different continent is a hard-working person. Sure, they'll have gaps in their career. And the market hasn't been kind to a lot of us at this time, it's even harder for people on visas. So please remember to be kind if nothing else. 'I don't care about your engagement rate, tell me how much revenue you can get' is what the interviewer told me. Sure, I understand my work is tied to revenue but there's a way of putting it in a kinder tone. I am not a sales person. My job is to build strategies that help you achieve your revenue goals. You can't reach the big goal unless you define the smaller goals that dictate reaching that big goal. After consistent humiliation, the interview went on to say they believe in empowering. How? By treating a candidate disrespectfully? At this point, I didn't even know if they were discriminating or simply wanted me to fail. Not done, G-P. Not done. Candidates put in a lot of time and effort preparing for the interview. Remember it's not just us who need a job, you need us to do the job for you. Some other gaps observed: Before every interview, some context is shared by recruiters. Nothing of that sort was done for me except for stating who the interviewer was going to be. Pretty basic but not being followed. I am assuming the HR is already overworked or is not being given an update from the team. She did follow up with me about 1.5 weeks later on call telling me that I wasn't selected. I had asked for feedback but nothing has been sent off except for a generic no-reply rejection email. This only goes to show that they're definitely not practicing what they're preaching. I had always considered G-P in my target companies because I assumed they were doing the good deed. But looks like the good deed and values are just on paper. I strongly believe rejection is God's protection. This one was mine! Disclaimer: This may have been a one-off experience or is it a culture, I don't know. But I want to make the market aware of what my experience was so that a change is made within the system. I'm sure if this person has roughly spoken to me, they most probably do it with others, and because they're in a senior position, no one says anything. Even if it was a bad day or they're under extreme pressure from the business to get the moolah, this is certainly not how they should be regulating themselves. P.P.S: G-P, I hope you're creating awareness on mental health and supporting your staff with nervous system regulation because, in a state like this, I am sure everyone clearly needs it.