The interview process was long, but pleasant. I had 6 interviews. The first was an email invitation to complete a video recording (took 1 hour to complete), the second was with the HR recruiter over Teams (30 minutes), third was a 4 person panel over Teams (1 hour), fourth was with a psychologist over Teams (1 hour), the fifth was with the CFO over Teams (30 minutes) and the sixth and final interview was in-person with the hiring manager and a potential future co-worker (1 hour). The interview with the psychologist required about 2 hours of personality assessments and tests online. Every person I interacted with was professional and engaging. The facility is gorgeous and the company offers many perks. The pay range for this role was $90-$110 with a 15% bonus included in the total. The company offers a generous holiday package (14 days plus 1 floating), a 5% 401k match and 5 sick days per year. A senior position such as this offers 15 vacation days. There is currently a hybrid schedule in place with employees required to spend a minimum of 50% of work days in-office.

The interview consists of 4 parts. 1. A recruiter contacts you to explain the role and hear more about your soft skills. (About 30 minutes) 2. An interview is arranged with the hiring manager at the local office. A tour is provided of the facilities, and you get the chance to interact with many components of the Porsche facility. (About 1.5 - 2 hours) 3. An additional round is arranged with an executive or higher-up within the organization. This round is more depicted upon your cultural fit, personality,etc. (About .5 - 1 hours) 4. A final round is arranged to meet with a Psychologist to conduct an analysis of the candidate. This includes Q&A of yourself {i.e., growing up, family, work life, work style, private life, etc}, and also several administered tests to determine your responsiveness and true personality (About 3 hours). After this lengthy investment (time, commitment, etc), I followed up with the recruiter on several occasions and never received a response back. Has common courtesy become extinct? Potential employees deserve better. If you are not interested, don't drag the process to build hope, only to disappoint. Once a candidate has dedicated their time to the process, the candidate deserves feedback. Even if the candidate might not be a good fit now, think of the possibility of future partnerships, etc., whereas one piece of feedback might help their development and growth.