The interview process felt highly scripted, with repeated emphasis on diversity and inclusion across multiple rounds. Over time, this messaging came across as performative, especially since the team’s composition, easily visible on LinkedIn, did not reflect what was being described.
After completing an executive-level interview, I waited over eight weeks for a decision despite being given multiple specific timelines that passed without updates. I had to follow up several times myself. The delay was attributed to an executive who was not involved in the hiring process being on leave.
I was ultimately rejected for a lack of experience, which was confusing given the level of interviews conducted and the fact that I hold relevant fitness certifications and experience that some current team members in similar roles do not appear to have.
Following the rejection, I received multiple requests from a third-party platform to review the interview process. The feedback focused almost entirely on whether interviewers mentioned diversity rather than on communication, fairness, or the overall candidate experience. Overall, the process reflected poor communication, inconsistent reasoning, and values that did not align with observable hiring practices.
