The interview process consisted of three rounds. The first two rounds were both positive experiences — professional, engaging, and informative. I was then invited to participate in a final panel interview that required presenting a scenario-based presentation. While this type of request is not uncommon, it does require a significant time investment from candidates without compensation or guarantee of an offer. That said, I approached the assignment positively and appreciated the opportunity to learn from the process. My experience during the panel interview, however, was disappointing. The dynamic felt exclusionary at times, with panelists making comments and inside references that I would not reasonably understand as a candidate. This created an environment where I felt more like an outsider than a valued participant in the conversation. During earlier interviews, I was told that they “like to make jokes.” While humor can help create a relaxed environment, some remarks made during the panel did not feel lighthearted and instead came across as dismissive or uncomfortable. Upon reflection, the tone of certain interactions felt more aligned with microaggressions — subtle comments or behaviors that can unintentionally communicate negative or exclusionary messages. Ultimately, interviews are a two-way process. While candidates are being evaluated, they are also assessing company culture and fit. Based on my experience, the environment did not feel aligned with the collaborative and respectful culture I seek in a workplace.

My first-round interview with Yembo was a standard screening call, which went well, and my camera was on for all interviews. I progressed to a second-round interview with the hiring manager, which also went well. Following that, I was assigned a take-home project requiring a presentation of up to five slides with a 10-minute memorized delivery. I spent over 20 hours preparing for this project, including creating graphics and rehearsing all weekend, given my dedication to performing at a high level. During the panel interview where I delivered the presentation, I felt some team members were dismissive of my experience. While the hiring manager was professional, certain panelists implied that my expertise was already covered by the team and emphasized vague expectations to “think outside the box” without providing clear guidance. I shared examples of my work ethic, including consistently going above and beyond in previous roles, but they assumed my performance was poor simply because I had been laid off in a small business of 30 people, where half the team was let go. In reality, some of the best performers were also let go, because when you have to reduce a company by half, you cannot keep everyone. I also encountered questions that seemed irrelevant, such as inquiries about my employment start dates, which did not appear to relate to my qualifications. Despite providing references, it seems they were not contacted, and feedback from the panel was vague, focusing on “culture fit” without specifics. There were no large gaps in my resume, at most I had a one-month gap, and that was not where their questions lay. They simply assumed I was lying about starting most of my jobs in September, when in fact only two jobs actually started then. Overall, while I performed confidently and received compliments on my presentation skills and level of detail, the process felt unnecessarily high-pressure, and the culture appeared dismissive or even bullying at times. Assigning highly time-consuming projects with high expectations, especially while candidates are managing current responsibilities, felt inappropriate and did not provide meaningful insight into candidates’ abilities.