The interview process was very agile and professional. I truly appreciated receiving constant feedback at every stage, along with clear information about what they were looking for in the position and their expectations for the ideal candidate. It made the experience transparent, positive, and engaging.

The interview process consisted of four rounds over the course of two months: 1) Recruiter Screen – General overview of my background and alignment with the role. 2) Hiring Manager Interview – Standard experience-based questions and discussion of role fit. 3) VP of Sales Interview – High-level conversation around strategic vision and sales execution. 4) 30/60/90 Day Presentation – I put significant effort into this final stage, which was acknowledged positively by the hiring manager during the debrief. The first three rounds were straightforward and professional. The final presentation took place at the end of March, and shortly after, I received a verbal offer from both the hiring manager and VP of Sales in early April. Unfortunately, two weeks later, I was informed that the formal offer was rejected by the hiring committee, citing a preference to give the role to an internal candidate. This was incredibly disappointing, especially after being led to believe the role was mine. Overall Impression: While the process itself was streamlined and well-organized, the lack of transparency regarding internal candidate preference was frustrating. I don’t fault the company entirely, but I do feel the recruiter should have known (or communicated) the possibility that the role could ultimately be awarded internally. It was extremely unprofessional to let an external candidate proceed through the entire process—including a time-intensive presentation—only to reverse course at the final stage. I hope the company takes this as a learning opportunity to better manage candidate expectations going forward.