I was contacted by Zynga recruitment after applying on website to schedule an initial screening interview. After screening phone call, video interview was scheduled with hiring manager. The process did not proceed past this point and the decision to pass was communicated to me via email from the recruiter.

The process consisted of an initial phone screen with the recruiter, a phone interview with the hiring manager, and an on-site interview with 3 people (the hiring manager was not part of the on-site). Overall, I felt like this was probably the easiest on-site interview I've had in 10+ years. That said, the entire process went from a neutral experience, to a positive experience, to a negative experience. Primarily, my negative experience was caused by a lack of communication from the recruiter, and a feeling that my follow-up e-mails were being ignored. This was disappointing as I've long viewed Zynga as a company that values empathy and treating people with care. I didn't receive any feedback (and didn't expect to) when I was rejected, so I can only assume that the person who made the decision re: my candidacy (it's my impression the HM deferred the decision to someone else) had one or more concerns or assumptions about me that were not voiced, so I could have no opportunity to address them. Either that, or they realized that they had left me hanging for so long, that they felt forced to make a decision (and didn't have a pressing need to fill the role ASAP). My feedback re: my experience would be the following -- much better communication with candidates is needed (especially if they've conducted a phone interview with a HM, and even more so, if they've taken time out of their schedule to visit for an on-site interview). Lastly, on the interview front, if an interviewer has time to review a resume beforehand, if he/she has concerns, please coach them on preparing more focused questions so a candidate has an opportunity to address those concerns (so assumptions can be avoided).