The interview process is extremely lengthy and involves around 10 interviews (approximately one hour each), cognitive tests, extensive written responses, and a final recorded presentation. I reached the final stage and interviewed with senior leadership, including the Global Head of SDR, VP of Marketing, and Head of Sales. Submitting a recorded presentation is a required step, but it was clear during the interviews that not all interviewers had reviewed it, despite the significant time investment expected from candidates. A notable part of the discussion focused on the logos used in my presentation. I was asked to explain the difference between two Canonical logos I had included and was not able to answer immediately. This became a key point of criticism, even though both logos were taken directly from the current Canonical website. After approximately four months in the process, I received a standard rejection email with no meaningful feedback. For candidates outside of the UK (and possibly Spain), the role is offered as an independent contractor position rather than a standard employment contract. A company laptop is not provided — you are required to use your personal computer. Overall, this is a highly time-intensive process with limited feedback and expectations that may not always align with the evaluation approach.

20 written questions, followed by 6x 1 hour interviews?! No thank you! And this is even before they tell you the salary! They need to urgently re-think their cult-like hiring strategy if they want to attract top tier talent.