They certainly spend A LOT of time indicating that it is a great company to work for, but their recruiting process is quite flawed and probably one of the most ineffective I have ever encountered. The interviews last precisely 30 minutes or one hour with absolutely no appetite to run over and, in my experience, no real opportunity within the time window to ask any questions or have any substantial two-way dialogue. It started as a very rushed 30 minute phone screening with a recruiter who talked about the company in rapid fashion for about 29 minutes and 45 seconds, leaving little to no opportunity for questions. About a week later, I was scheduled for a 30 minute video interview with the hiring manager who spoke at breakneck speed again about the company and the role for essentially the entire duration, asked one or two high level questions about my experience, then verbalized the presumption that I’m “probably not interested in the role” and, most curiously, “we opened this role up to multiple locations to find the best person” at the end of that call. I’ll call those red flags #1 and #2, but for whatever reason I was then scheduled for the hour-long panel interview to present three case studies. It was evident that these case studies were hastily prepared and included typos and obscure subject matter which could result in any number of valid answers. However, it became clear that the panel expected to elicit very precise, pre-determined responses that are tightly aligned with the existing internal operational procedures of the role from these generalized case study scenarios. This seems quite impractical since the candidate is not yet privy to that level of niche detail for the position. I believe the case studies could be an effective candidate evaluation tool for more standardized functions, but the content seemed too open-ended to conclusively reach their prescribed answers. At any rate, the team should holistically evaluate the response from an outsider’s perspective and then make an effort to determine whether they see potential in that person’s ability to function in the role instead of merely listening to see if the candidate utters the specific internal buzz words they had in mind. I have a suspicion that I was just being sent “through the motions” and they already had another candidate chosen before I went in to it based on the odd comments in the first interview in conjunction with such little two-way conversation. That suspicion was further reinforced when one of the panel interviewers got on camera wearing what was essentially a night gown rather than business attire. Like other reviewers, there was no feedback until I followed up directly. If you identify any red flags at the onset, you should strongly consider how much of your personal time you would like to allocate to preparing for the case studies, which are provided with little turnaround time or regard for your current role/responsibilities. In total, two hours of interviews with the company which included about 9 minutes of opportunity for me to ask questions. After sinking all of the time and energy in to rushing to prepare for their obscure case study process, it would be appreciated if time was devoted to actually having a conversation to discuss your skills and assess each other's personality. “Bizarre” is the only word I can think of to sum up the experience.