PetMeds interview questions

The CEO reached out to me via LinkedIn - and we made a connection.I was interviewing for a freelance/contract project and the CTO called me the next day and told me it was a full-time position. I decided to move forward with the interviews. I had spoke to the CTO and 3 other eomployees. I made sure they were aware that I had other clients. They wanted me to start immediately. I told them I could start about 25-hours a week while I was offboarding my other clients. On 11/17 the CTO sent me a text message and said if I didn't start, they'd go with another candidate. I asked both the CTO and HR for a phone call. Both ghosted me. On Monday they revoked my offer via Docusign - with no other communication! BEWARE OF HOW THEY TREAT THEIR EMPLOYEES

Interview Process Review for PetMeds - Senior Product Manager Role My experience interviewing for a Senior Product Manager position at PetMeds was disappointing and raised several concerns about the company’s professionalism and internal processes. I believe it's important for future candidates to be aware of these issues before proceeding. From the outset, there were red flags. During my initial interview, the interviewer failed to show up. I had to inform the HR representative who scheduled the interview, as it was clear they were unaware of the situation and had no intention of rescheduling. This oversight reflected poorly on their coordination and respect for candidates' time, especially considering this was a new team they had hired after letting go of their entire staff within the past six months. Despite this poor start, I decided to give them a second chance and proceeded with a rescheduled interview. The session was only 30 minutes long, which was insufficient for a meaningful conversation. There was little opportunity to discuss my qualifications or address the ways I could contribute to their team. Additionally, when I brought up some of the company’s current challenges with supply chain and distribution, the responses I received were vague and noncommittal. This lack of transparency suggested that they may be looking for a candidate to take on the blame if their leadership’s goals are not met—something to consider for anyone interviewing with them. After the interview, I reached out to the HR representative to request the interviewer's email address so that I could send a thank-you note. I received no response. The following day, I politely asked her to forward my note instead, only to receive an email shortly afterward stating that they would not be moving forward. It was a sudden and impersonal end to a process that already felt disorganized and unprofessional. I want to be clear: I am not disappointed in not being selected. Rather, I am disappointed in how poorly the company treats candidates throughout the interview process. It reflects a lack of basic decorum and coordination, which speaks volumes about their internal culture and management. If you find yourself in the interview process with PetMeds, do not be discouraged if you don't advance. Based on my experience, they may be doing you a favor. Proceed with caution, and keep an eye out for these signs during your interactions.