An incredibly disconnected experience to the point where it's insulting to the candidates. Focus on human-to-human experiences vs. automating your pipeline because you're either improperly staffed OR you just don't know how to affectively filter candidates to find talent. For clarity, and this is specific to applying as an SWE, if whatever automated program thinks you're a fit SambaTV will send an automated email stating you've been selected to take a Codility test. Basically a general competence test which in my honest opinion is insulting. These questions and can either picked up in a resume, through a quick 5-min conversation or even during the interview process with one or two algorithm-like questions. In my circumstance, I began the test but had to pause due to a "fire" that required some attention. I closed the test and reached out to the HR person included in one of the automated emails asking if I could get my remaining time back or retake a similar test. No response. I later receive an email saying after review of my assessment I would no longer be considered a qualified applicant. After this I followed up again and stated how not incredibly insulting it is not even to get a response, and in return got an email saying how busy the HR team is and how I didn't clearly read the test since it states 45min of uninterrupted time and therefore no passes will be given. This, for me, is a bullet dodged. If you reduce your hiring process to a process of automation; only give candidates a single shot to prove they're "competent" enough to talk to someone in person; say you're so busy and get what you get, then the 35% employer recommendation, 2.5 review and poor rating of the CEO must be true. Great idea for a product, terrible implementation of leadership.