I applied through a recruiter, and the process took two months. It was an unprofessional 8-week process with misaligned leveling and misleading candidate handling.

There was misleading guidance. I originally was interviewing for Senior EM. After the mini loop and full virtual on-site loop, the recruiter shared that the scorecard looked good overall, but for the EM tier and not the Senior EM. Recruiting encouraged me that there was another opening for an EM in the same org and to hold out for calibration, only to issue a rejection two months later.

There was extreme process drag. The total loop spanned over 8 weeks, including an unnecessary post-onsite targeted follow-up round. There was contradictory feedback. During the follow-up round, the interviewer explicitly validated my frameworks as directly aligned with the company's internal operations ("as you described, it's the exact same process here"). Despite this explicit alignment, no constructive feedback or clear justification was provided in the final rejection. There was poor communication and zero respect for the candidate's time or active career decisions. Advice to management: respect candidates' time and active market leverage. Running an 8-week candidate loop only to deliver a generic refusal reflects poorly on engineering executive talent acquisition.