I was contacted on LinkedIn by Erica Jeantette for a Content Strategist position to work directly with Teem's internal team. I agreed to move forward with the interview process and went through three rounds: first with the recruiter, then with the team lead, and finally with the founder.
After the second round, I was given a very extensive test that required me to write a full-length article, a social media ad, and an email. I completed everything within the timeframe and received positive feedback from the founder during the final interview — especially regarding the quality of the test.
However, a few days later, I was informed that I wasn’t moving forward — without any explanation. I followed up with Erica via email three times, but I was completely ignored.
Out of curiosity, I kept an eye on the company to see if someone filled the role, but there was no sign of any Content Strategist being hired. This made me question whether the position was even real or if it was a ghost role.
Overall, the process was time-consuming, lacked transparency, and ended with a total lack of communication.
Besides that, I tried to apply for another position available at this company, but I was completely ignored by the recruiters I contacted. Teem should consider investing in training for their recruiters to ensure they treat candidates with more empathy and professionalism. Clear communication and basic respect go a long way in creating a positive candidate experience, even when the outcome isn't favorable.
