I was reached out to on LinkedIn by someone at Prolocity who introduced the company and did an initial screening. After I expressed interest, I had the opportunity to interview with the individual who would be my future manager for a culture fit, then a technical with another individual on the team. Finally, I was able to meet with a couple of VPs to finalize details and make sure I had a good understanding of the role and pay structure. Every step of the interview process was so thorough and well thought out - I was especially impressed that they actually spoke with each reference, and made sure to relay back what they'd heard.

Someone reached out to me out of nowhere on LinkedIn. I ended up having an interview but ended up not interested. During the interview I asked about the pay structure (e.g. utilization rates based on billable hours, or alternative models) and he had no idea. This is extremely important to know because for many of us certain pay structures are deal breakers. I asked about the lack of racial diversity at the company. The person gave me a very outdated excuse that there are not a lot of people of color who are Salesforce consultants who specialize in non-profit work. This shows me that the company is putting no real effort into recruiting racially diverse candidates. There is more they could be doing than reaching out to people on LinkedIn without being intentional around DEI. There are companies in the Salesforce ecosystem who do put in such effort so there is no excuse. Sure they get good reviews on Glassdoor, but maybe it's a good work environment only for certain types of people. I certainly would not feel comfortable there. Even if they managed to recruit more diverse talent, I do not have the confidence that they could retain such talent by fostering an environment that would set us up well for success or that would feel safe in terms of cultural competence.