Before I begin, if you work in HR, do not waste your time with this company. They are a hot mess, and they know it. I interviewed with this company for three different positions in the span of 3 months. In March, a recruiter from a recruiting agency reached out to me for an HR Specialist position. We had a phone interview; she submitted my resume, and the next day, she told me they declined, but she gave me feedback. This interview was a great experience and the best-interviewing experience I had with the company. In April, another recruiter reached out to me for a Recruiting Coordinator role at the company. I was over-qualified for the role, but I still applied because it's hard finding a position in this pandemic. I interviewed, she liked my experience, and she told me she would reach out to me later that night (she was on the West Coast, and I am on the East Coast). She did not follow up, and when I reached out to her again, she ghosted me. Towards the end of May, a Recruiting Coordinator who worked for Tiktok reached out to schedule an interview for an HR Coordinator position. This was the first time I had direct contact with someone at the company. In the email, she said, "we would like to skip the phone interview with the recruiter and have you interview with someone on the team." I thought that was weird because there is an important reason to have the initial phone interview with a recruiter (comp expectations) but whatever. I had a zoom interview with someone on the team three days later. When they schedule your interviews, they only give you the first name of the interviewer....that's it. I used to be a Recruiting Coordinator for a notable Entertainment Company, and we ALWAYS gave our candidates their interviewer's name and title, so that was another odd moment. The interview happens, and it went well. I had no complaints. They do not give you the interviewer's emails (that's common), so I asked the coordinator to forward my thank you note. She sent it and told me they wanted me to meet with someone else. The interviewer was in San Fransico, so she scheduled the interview for 9pm EST on a Friday. The meeting happens, she had a lot of questions about my experience and my knowledge of the business, I answered them well, she looked pleased, and it seemed like I would move forward to the next round. On Monday, I forwarded my thank you note, and the coordinator said, again, she would get back to me with next steps. (Sidenote: I forgot to mention that the coordinator was in Beijing, and she would only respond to my emails between 4-7am EST because of the time difference.) On Wednesday, I get an email at 8am saying I was not selected. The email did not come from the coordinator or a recruiter; it was a generic "no-reply" rejection note. I reached out to the coordinator to request feedback; I thought it was the least they could give me after interviewing for three weeks. To this day, I have not heard back (it's been two weeks since I sent my email). Here's my issue: It's offensive to send a candidate who has been interviewing for three weeks, and has met two of your staff members, a "no-reply" rejection letter. Then to ghost them is worse. Even if you could not give me feedback, it would be a better candidate experience to have an actual person send the email. The overall experience was frustrating because it does not seem like they have a real recruiting team (according to LinkedIn they do, but I guess they are not working on any reqs). They have too many people working on their roles, and it is not clear where is the best place to apply because they are taking applications via LinkedIn, their careers website, and external recruiters. Since my experience started off positively, I thought it would end differently than the negative experiences I saw on here, but now I know. If you apply, be cautious, they will waste your time. Funny enough, one week after my rejection letter, an external recruiter reached out to me for an HR Project Manager role. I told her, "no." I don't think I will ever apply to this company again.

Application Screening: Recruiters review resumes and cover letters to shortlist candidates based on qualifications, experience, and fit for the role. Initial Contact: A recruiter or HR representative reaches out, often via email or phone, to discuss the role, confirm interest, and gather basic information. This may include a brief phone screen to assess skills and cultural fit. First-Round Interview: Typically a one-on-one or panel interview (in-person, phone, or video) with a hiring manager or team member. It focuses on your background, skills, and behavioral questions (e.g., "Tell me about a time you solved a problem"). Technical roles may include a skills test or coding challenge.