Recruiter screening - started with two "logic" questions, quick and straightforward Take home assessment - three days to complete 15 min HM interview (with CEO) - asked quite a bit about the take home assessment. 1 hr Virtual interview - this was supposed to be the "onsite". They went over my resume, and then they gave me the opportunity to ask a few questions. I was expecting this to be behavioral, but instead we spent like 40 minutes on the case again. They didn't tell me what the structure of this interview was going to be, so I was honestly very poorly prepared to go over the case again. Hope this helps someone else going through the process!

Candidate Experience Review – Mochi Health (multiple roles) Overall Rating: (1/5) I applied to multiple operations roles at Mochi Health because I genuinely believed in the company’s mission. As a physician working in healthcare strategy and translational development, I felt my background aligned well with the work the company was doing and was excited about the opportunity to contribute. Unfortunately, my experience with the hiring process was characterized by repeated communication failures that were never acknowledged or resolved. 1. Interview Scheduling Shortly after applying initially in late-March, I was invited to interview for an Operations Associate role. At the scheduled interview time, what appeared to be a meeting link/calendar issue prevented the interview from taking place. I joined the meeting, waited well beyond the scheduled start time, and immediately followed up after realizing something had gone wrong. Scheduling issues happen. I do not fault anyone for that. What was disappointing was everything that followed. 2. Communication Following the missed interview, I: A) Sent multiple professional follow-up emails to the assigned recruiter, Spencer Clark. B) Continued attempting to resolve what appeared to be a legitimate scheduling issue. C) Later applied to the Chief of Staff role after concluding that my background aligned even more closely with that position. D) Reached out directly to CEO Myra Ahmad after she accepted my original LinkedIn connection request right after submitting my first application, and provided context around the scheduling issue and my continued interest in the company. Despite these efforts, I never received a substantive response from either Spencer Clark or Myra Ahmad regarding the missed interview, the status of my applications, or next steps. The only emails I received were the automated “Thanks for applying” email, and what I (now) presume are automated scheduling emails. Even a brief acknowledgment—whether to apologize for the scheduling issue, explain the status of the process, or simply communicate that the company was moving in another direction—would have demonstrated respect for a candidate’s time. 3. Public Messaging Several months after my applications and the unresolved interview process, I saw LinkedIn posts highlighting Mochi’s recruiting organization and describing a culture centered around identifying exceptional talent, maintaining high hiring standards, and celebrating successful recruiting outcomes. Reading those posts prompted me to reflect on my own experience because it bore little resemblance to the process I encountered. I recognize that many candidates may have had positive experiences with Mochi, and I cannot speak to anyone else’s process. This review reflects only my own experience. 4. Final Thoughts My disappointment is not that I was rejected. Companies reject candidates every day, and that is completely understandable. My disappointment is that a process which began with enthusiasm and an interview invitation ultimately ended without any meaningful communication after a legitimate scheduling issue prevented the interview from taking place. For a company building tools to improve healthcare operations and coordination, I expected significantly stronger communication and ownership throughout the hiring process. I continue to believe Mochi is working on an important problem in healthcare, and I sincerely hope the company succeeds. My hope is simply that future candidates receive the level of communication and follow-through that reflects the standards the company publicly aspires to uphold.

The process started with a conversation with a recruiter who was very kind and helpful in explaining the role and next steps. Then I completed a take-home assignment and then moved forward to the final round. The final step was a meeting with the CEO. Unfortunately, this part of the experience felt quite different. The conversation came across as disinterested and not very engaging. She was unfriendly, and the interaction left me feeling as though my time and effort, especially on the take-home assignment, were not fully valued. The assignment itself was not discussed, and instead the conversation focused on unrelated personal questions, which was surprising given the time invested in the process.