3 stages, fairly informal video calls with different founders. This was a new role, so a bit of scoping out of priorities of the role on the phone, and understanding how my experience might be applied to setting up a talent acquisition and people function. I thought this is a very exciting company, the founders were great, they are going to be very very successful. You should definitely consider working for ClearGlass as they are going to be huge! In the end I didn't quite have the experience they were looking for as I am more of a talent acquisition pro rather than HR. Even though I was unsuccessful, it was a positive experience and I felt excited about the company, and their mission. One thing they could do to improve recruitment process in future is maybe send an information pack out to candidates or a summary of the main responsibilities they want covered off in each role. And they could also summarise their EVP of the exciting reasons someone should join them in a candidate information pack. As they are a start up, people can create their own roles and careers there, but in a recruitment process it is useful to give candidates something to go off from the beginning. I probably could have performed better in the interviews if I had known more about the key responsibilities or objectives of the job. This will enhance and refine an already good interview experience for candidates at ClearGlass and enable them to go in better prepared, so it's worth doing!