A very unpleasant process, primarily due to Stripe employees' alarming sense of entitlement.

"Highlights" from my interactions with a recruiter:

• The recruiter initiated contact and then communicated roughly once a week.
• The recruiter invited me to schedule a future call. I joined the call 4 minutes late without apologizing.
• It turns out the recruiter had not even spent a few minutes to carefully read my full resume, which summarizes 20 years of experience, including approximately 15 in top tech.
• The recruiter used the full time of the call to ask the most cliché management interview questions imaginable.
• When reminded that I had questions too, which was clear in my email, the recruiter seemed surprised. They first suggested following up on my questions by email or in another call (!!), then reluctantly stayed a few minutes over time.
• The recruiter was stunned by my question about further layoff risks, literally saying something like, "It's very strange to be applying for a job while thinking about layoff risks." To put my question into perspective, if I were laid off in my current job (which is unlikely), I would literally get 2 years' salary as severance compensation. And it's not like recent layoffs in tech were purely performance-based. Some people were laid off by companies like Facebook even before their start dates!
• The recruiter communicated the "bad news" a few days later, claiming the hiring manager had just changed the job requirements (remember, this was company-initiated contact).

How did you manage a low-performer and a high-performer on your team?