In our interviews, the interviewer has read the applicant's detailed written materials, and the candidate has received the interviewer's materials from when they applied. So there is no elevator pitch, no walking through resume, no getting to know you. Just a conversation.
replyWe also advance very few candidates to interviews and hire a surprisingly large proportion of those who interview, so it's not like you're doing all this interviewing for the usual slim chance of being hired. The written materials are the primary filter.
Hiring process RFD: https://rfd.shared.oxide.computer/rfd/0003
Yep, I had two interview processes that did this... 8 times, at the same time.
Both said no after 8 interviews because of one person in the process who didn't like me, everyone else supposedly were on board.
replyIt genuinely took me another year to even consider applying to another job it was so demoralizing.
It's funny (sad) because these are tech companies. Film a single interview and have the others review the video. Would save all involved a huge amount of time and effort while also providing a solid pathway for improving the interview process over time in a systematic manner.
replyFor many places it's unspoken but true, it's about breaking you down and making you reframe your experience, either you constantly excuse the behavior or you'll not fit in with their weird toxic positivity.
replyThey told me I could re-apply in six months and encouraged me (seemingly genuinely) to re-apply for their capricious activity, I just laughed in their face.