I was contacted by HR for a phone screening. It was thorough and thoughtful - impressively different than most resume-review experiences I've previously experienced with other organizations. I then had a video teleconference interview with the head of the department for which I was interviewing. Following a great conversation about the company, culture, and department, I was brought in to the NY office to interview with the CEO and give a presentation I created in advance that was based on a business scenario. The entire experience was exceptional with compassionate people and meaningful discussions. Greenhouse truly embodies and delivers the product they produce.

Applied through Glassdoor, and contacted via email to set-up call with HR recruiter. Call lasted about 30 mins. Prior to the call the recruiter had already made a judgement that they were not considering me as a candidate for this role, but wanted to discuss another role with me for their Professional Services team. Second round interview was also on the phone with Director of Development (who happens to be leaving the company for another opportunity). He spoke well of the company and his colleagues - promoting culture and growth opportunity. That said, I wouldn't be surprised if folks are more or less using greenhouse.io as a career stepping stone. Third round was very loosely defined test to build a project plan around integrating a company job board API. They never followed up after the third round, and I had to reach out only to find out they were not moving forward. Overall, the folks at greenhouse.io are very nice and the culture seems fairly solid. Still, I got the sense that this is very much a start-up type of company and not very mature from a leadership perspective. The recruiting process was quite narrow and rigid, which was surprising given that they are in the recruit and hire software space. They also seem to have a good idea for who they are looking for, and very high expectations for those candidates. To avoid missing out , or passing on qualified talent, I think they could do a better job of articulating those expectations in the job descriptions, initial screening calls, and interview assessments.