First was a quick phone call with a recruiter. Second was a phone call with the Head of HR. Both were pretty simple. Then I interviewed with the head engineer of the team I was going ot join. This interview was relatively simple but as I am a recent grad and I haven't gone out of my way to learn about it, I didn't know how buck or boost regulators so he told me to study the material and we'll interview again next week. I did that and the technical interview lasted an hour. The questioned extended to other electrical systems I forgot about and I ended up not doing too well. But that was the interview process

I recently had an unfortunate encounter with Vicor Inc. during the hiring process that left me feeling disheartened and undervalued as a candidate. The experience highlighted several concerning issues within the company's HR department and their hiring manager's approach. From the very beginning, it was evident that the HR department lacked a genuine interest in understanding candidates beyond the surface level. During my initial interaction, it became clear that they were more focused on expediting the process rather than gaining a comprehensive understanding of my skills, experiences, and aspirations. This lack of thoroughness could potentially result in a poor alignment between the company's needs and the candidate's abilities, leading to a mismatched partnership. The real disappointment, however, stemmed from the behavior of the hiring manager. Upon entering the interview, I expected a level of professionalism and respect, but sadly, that was not the case. Despite communicating that I hadn't worked in this specific field for years, the hiring manager seemed uninterested in acknowledging this fact. Their dismissive attitude and apparent disregard for my previous experiences left me feeling as though my journey and knowledge were inconsequential. It was particularly frustrating that the hiring manager showed no regard for addressing candidates by their names. This fundamental lack of respect further highlighted the disconnect between the company's values and the reality of their hiring process. Feeling like just another faceless candidate with no identity was not only demoralizing but also raised concerns about the company's overall work culture. Furthermore, it was evident that the hiring manager's expectations were unclear and inconsistent. Their persistence in attempting to uncover skills and knowledge that were no longer relevant to my career trajectory was puzzling and demonstrated a lack of understanding about the evolution of industries and professions. This inability to adapt and appreciate the diversity of experiences that candidates might bring to the table is a significant red flag for any organization.