I had two interviews. I enjoyed speaking with both interviewers. However, I did not receive a response even when I followed up a week later. Many recruiters and hiring managers talk about “treating others the way you want to be treated.” Nevertheless, this is not always the case during the interview process. Recruiters and hiring managers should follow up with candidates in a timely manner and stop ghosting them. They should show candidates the same respect they feel entitled to. Not following up with me or even responding to my email is very telling regarding Fender's company culture.

Had zoom calls with four individuals on the Human Resources team, this included the Vice President of the group. Upon the initial phone interview, the person leading the recruiting team had spoken to me and stressed that there would be various check-in calls between him and me before proceeding to the additional rounds, We had one check-in prior to the third person with whom I interviewed. In the interview, I appreciated that the interviewers did not use a script and they tailored questions, which led to solid conversations, the questions I had around metrics and performance measures could not be answered, I found this interesting given the role. After the final interview with the VP of Human Resources, I had to reach out to the leader to re-affirm my interest in the position and role, as I had not heard anything three days after the final interview. This email was met with a quick reply that I would get feedback sometime the following week. I got an email from the leader letting me know they chose someone else, there was no feedback on why I was not a pick for the role. I thought the process was standard given the unprecedented time, however, the process dissipated in being welcoming during the latter stages and completed petered off in congeniality as the end. In the age of Zoom, I completely understand that we can be worn down from the over-indexing of meeting sand influx of time having to be on for a call. It is my opinion that the Head of the Group sets the procedural tone for the recruiting process; otherwise, candidate experience may begin to sink. In the case of this interview, it means that a one or three-minute rejection call would not have been too much of a burden in an established interview process.