Recruiter first called me, qualified me, this was followed up by 2 phone screens; 5 interviews (in person and over phone), 3 days of onsite work followed by a presentation. Told me that they are looking for a candidate with a deeper technical skill set, specifically around API integrations.

I just read the previous review for, what I'm guessing was, the exact same role that I interviewed for and found it very interesting. It looks like I moved through the exact same process, but I didn't come out with quite as much of a neutral-positive outlook on the experience as that person did. The entire process for me was close to 2 months. The recruiter reached out to me on LinkedIn first. I formally interview-chatted with 7 people. I went into the Toronto office twice... one of those times was a 3-day in-office trial where I created and presented a deck (just like the other reviewer here). They pay you for those 3 days in the form of a gift card. First off, I must say that this is a great company with an amazing culture and super friendly/helpful people. You should want to work at Weebly. The interview process, for me, was long and stressful. The stress came more from the length of the process and not the actual difficulty. I think that they do interviewing right. Those were the positives. The few pieces of constructive criticism that I have are: 1. They need to identify the correct talent profile sooner in the process. Let me explain... I was dragged through an arduous 2-month process. I would say that 95% of me thought that I was going to get an offer, but when I got the final call from the recruiter, he said that they were looking for someone with a different skill set than what I had. (What?!) In the first 3-4 interviews that I had, I told them that I wasn't super technical (in the way that I do not have a Dev background) and/or I told them that I do not have expert/extensive experience in the specific area which was critical to the role. They pushed me through the process anyway; I assumed that they were okay with my shortcoming and that I could ramp up quickly on the job. Obviously, this was not the case and I didn't get the offer... I didn't have the right candidate profile. Advise to Weebly: If you are being adamant on a certain skill set for the role, you need to determine this with applicants within the first few interviews with a candidate. This will save everyone time and money. Two months! Oy! 2. Do not put candidate's picture/bio in your newsletter. Explanation... just before I went in for my big 3-day trial, they asked me for a picture and a bio for their newsletter. I thought this was odd because I didn't have the job yet, but I kind of took it as a signal that I had a really good shot of getting the job. Before I got to the trial, they blasted this out to all of their employees. In hindsight and having not gotten the job, I completely regret agreeing to this. Now, hundreds of people know my face, know a bit about me, and know that I didn't get the job. Kind of humiliating. Based on reading through Weebly interview reviews for Product Managers, getting to the 3-day in-office trial and not getting an offer is surprisingly common. In my humble non-recruiter opinion, it really shouldn't be. Advice to Weebly: Don't put candidate pics/bios in your newsletter. It puts them in a really weird position because (of course) they aren't going to decline, but once they don't get an offer, it becomes a humiliating and negative aspect of the process. That all said, Weebly seems like a great place with great people. I can say that with certainty.