The process took 30+ days. I made it through each round ( Initial phone screen, recruiter screen, manager screen, take home assignment, and onsite with 6 people ). I find out after 30 days that Greenhouse does not think I have the "project management skills and technical acumen" for the role. For a company that is trying to be so innovative with best practices in hiring, how are candidates who are accused of not "meeting" the basic qualifications making it through to the final round? This process was a complete waste of my time. Before applying I spent 2 weeks researching and really deep diving into this company's culture, strategy, products, and people. During my phone screens, I really asked meaningful questions about the role and the work I would be doing. I work for a commercial company and I provide project management and technical services at a much larger scale . My education is also specialized in technology and analytics. So to have my industry knowledge and technical acuity challenged during the final stages of an interview is disappointing. It seems I was the perfect candidate until I showed up to the office. I would love to know what data was collected to make this decision because I wasn't asked technical questions by ANYONE. I presented my take-home assignment with no issues. Greenhouse's screening process should be re-evaluated. The teams should also iterate and figure out if they are trying to hire a unicorn, or if they are looking to add someone who has relevant experience and can positively impact the company in the future. I know my review may be perceived as a candidate's inability to receive feedback/ rejection, or perhaps it can look like I am just bitter that an offer was not extended, that is not the case. Ask yourself how you would feel if after 30 days you learn a company does not think you have the basic skillset for the job.

Overwhelming positive interview experience, the only downside was the lengthy process. From the first day I was reached out to by a recruiter until the offer was 28 business days. I can see how some people don't have the privilege to wait that long, but it does make me feel proud and like they really took time to assess each candidate. 6 step process: first spoke to a Customer Success team member, then the lead recruiter to discuss HR logistics (compensation and start date), next the team manager, then a take home assignment, then an on-site, and finally a phone call with the senior manager. The in person lasted 2.5hrs and allowed me to meet with different team members. It also involved a separate case study which gave me deeper insight on the role and prepared me well for articulating how I met the needs of the position and could excel in the role. I do wish each session in-person was at least 45min because I often ran out of time to ask questions of my own!