I came into the interview process with Genentech genuinely excited about the opportunity, especially given the company’s reputation for innovation and patient-centered work. My initial video interview was positive and engaging, and I was given a clear timeline for next steps, which initially made me feel valued and aligned with Genentech’s values. However, my experience took a significant turn during the interview with the hiring manager. It quickly became apparent that the manager was not familiar with my background and made several assumptions that were both inaccurate and dismissive. They explicitly stated that I had “far less experience” than other candidates, despite the recruiter’s confidence in my qualifications. While I appreciate transparency, this feedback was delivered in a way that felt passive-aggressive, especially with the manager’s comment that I should feel “proud” to have made it this far. This, combined with their use of casual language, including cursing, felt unprofessional and left me questioning the fit. In addition, only one question in the conversation was directly related to the responsibilities of the role, and it was at a junior level that didn’t match my experience or skills. This approach made it difficult to feel that my expertise or career accomplishments were valued. Following the hiring manager interview, I took the initiative to discuss salary expectations with the recruiter, aiming to ensure transparency. Although this was handled professionally, there was some hesitation in providing a range, which would have been helpful to discuss earlier in the process. After a thorough and professional panel interview, I was told I’d receive updates regarding next steps soon. However, weeks passed without communication, and I had to repeatedly reach out to the recruiter to get status updates. The extended silence created unnecessary stress, particularly as I was weighing other offers. Genentech’s mission is admirable, and its brand is well-regarded, but the hiring process fell short in a few key areas. Candidates would benefit greatly from interviewers who come prepared, avoid presumptions, and focus on meaningful, role-relevant questions. Consistent follow-up and transparency would also align better with Genentech’s values and improve the candidate experience overall.

The interview consisted of a phone screen by the recruiter, followed by a phone screen by the hiring manager. The final interview was in person where I met with the hiring manager and three other colleagues in 1:1 interviews that I might be working with.