I’d be hesitant to interview with Guidebook. It’s a 5 step process which is a bit ridiculous. You’ll interview with the hiring manager 3 different times. First is a screening call, then interview with the hiring manager, then a mock discovery call (again with the hiring manager), a mock panel presentation with 4 1:1’s(3rd time with the hiring manager, & if you are lucky, interview with the CEO. If you don’t move on, be prepared for a generic rejection. It shouldn’t take 5 rounds to make a decision. Not only are you wasting my time, but you are wasting everyone else’s. The panel interview was very telling when the team was already disassociated with the interview. I’d be hesitant to interview here.

The interview process was excessive and honestly frustrating. There were multiple rounds of interviews that felt repetitive, followed by a two hour long panel presentation that required significant preparation. That is a major time investment for any candidate, especially someone who is actively interviewing elsewhere and balancing other responsibilities. After all of that effort, the result was a generic rejection email with no meaningful feedback. Not even a brief explanation. When a company asks candidates to dedicate hours of unpaid labor and preparation, the bare minimum should be thoughtful feedback at the end. Instead, it felt transactional and dismissive. The process gives the impression that candidate time is not valued. If you are going to require that level of commitment, there should be transparency about what you are evaluating and some form of constructive closure for those who make it to final rounds. It is disappointing because the product appears solid, but the hiring experience left a very negative impression. Advice to Management: Streamline the interview process and respect candidates enough to provide real feedback, especially after final round presentations. If you expect significant effort, match it with professional courtesy.