Thank you for providing feedback here! As our business continues to grow, hearing from candidates is the best way to identify how we can improve our recruitment process. You brought up some interesting points and I already talked to some of the hiring managers to look into some adjustments. For example, for this role, we added an extra technical test in the assessment but didn't reduce the base level of questions. This made it a little longer than typical. We will keep a closer eye on that next time. Overall, our hiring philosophy (and one of our core values) is to provide candidates with extreme transparency during our interview process. We have all been involved in processes where you never hear back or don't know where things stand. To be able to achieve this with the volume of applicants that come in these days, we created very detailed templates that can be triggered quickly by the team. While countless companies use recruitment templates, we felt they are often without clarity for the candidate. We like to be predictable with the process out of respect for every candidate who takes the time to apply to GNGF, especially the ones who take the extra time to take our assessment. This is why we explain each step of the interview process upfront. Regarding the first interview, our job description is also heavily linked with our interview process, which is heavily linked with our job scorecards that are used for personal and professional development once someone becomes an employee. This enables us to give candidates a clear path forward for success from Day 1. Our first interview together is how we’re able to identify if you will be successful in the role we’re hiring for, in general, because it is important this is a fit for both the new employee and our organization. The feedback on this feeling too one-sided and less of a conversation is probably fair and we are going to discuss this to see if we can find some areas to improve. Given the prevalence of AI within our industries, our assessments have become even more important to sift through the 1000+ resumes we receive, particularly for culture fit. The hiring manager for any given role reviews every resume that is submitted, which we know is atypical for a company of our size. Given that our culture is so unique, though, we have to protect it with very well-defined processes. This guarantees we give every candidate the same opportunities within our recruitment process. This is also why we record interviews – so team members can review and give their thoughts, as well. We don’t hire anyone unless our team agrees on the new hire so that we are positive they match what we’re looking for. Given this last interview cycle, we have already discussed ways to be more present during our conversations, so we do not have to take as many notes actively. We’re excited to be implementing a new recording transcription service that will help us here. This will hopefully allow us to be more conversational, while still following the processes we have identified to assess if candidates will be a fit. Don’t forget that we always open the door and provide candidates the opportunity to send us questions they may have thought of after the initial interview while we are evaluating other candidates! We understand this is as big of a decision for us as it is for our new hire, and we want nothing but trust from the start. You have provided valuable information that we can work with, to ensure we’re providing the best candidate experience that aligns with our best places to work achievements. Thank you! We’re looking forward to doing better next time.