I linked up with CoreDial's internal recruiting team back in the spring. I did the standard series of phone interviews, with the recruiter doing two calls and then passing me off to technical calls with more experienced team members. I went into the office for two more interviews before the recruiter said those lovely words everyone wants to hear: We're ready to make an offer. Unfortunately his was followed by a "but." They wanted me to come in and meet the executive team to make sure I was a cultural fit, and THEN they'd make the offer. I thought it was a bit fishy that the executive team didn't trust the technical team, especially at the rate at which they were growing, but I didn't mind going in for a conversation. When I arrived I was told that none of the executive team members were available and I was going to meet with the same technical people I had already met with. They were prepared with more than 2 hours worth of technical questions, including ones that they admitted were impossible to solve. CoreDial passed on me the next day, citing that my salary expectation was too high. I initiated negotiations over salary and was told "we are still very interested [...] Please give me a day or so." That was the last reply I got from them, my multiple follow-up emails to their recruiter went unanswered. I would say don't waste your time. The people there seem happy, but they're growing too fast to keep track of the interview process and you may end up ignored and feeling deceived.

I caveat this description by stating that my primary contact was a 3rd party recruiter, so information may have been lost in translation. 1. Initial conversation with the 3rd party recruiter to get the job description, salary band and determine if I was interested in pursuing the job opportunity. 2. Initial phone screen with CoreDial's Director of Software Development (the hiring manager, I assume) to discuss the position in more detail as well as go over my background some. 3. Supposedly "final" onsite interview with the Director of Software Development I had talked to previously, the VP of Software Development, a current Solution Architect and a Principle Software Engineer. Each interviewer spent 30 minutes 1-on-1 with me. The conversations were pseudo-technical, but not very detailed or involved since there was a 30 minute cap to each. I was told that my interview went well, there were no "red flags" and that they would make an offer if I was willing to accept a salary in the lower end of their initial salary range. I was not. So they wanted a second onsite round to really dig deep and see if they were willing to go "over budget" for me, which I felt at the time was an odd term, since I was asking within their previously presented salary range. 4. The new "final" onsite interview consisted of rehashing the same questions with their Director of Software Development. The VP of Software Development didn't have a single new question for me and instead asked me what the Director had asked me. We spent the rest of the 30 minutes on my questions to him. At this point I was wondering what the purpose of this round was. The final interview was with their current Solution Architect who had me whiteboard a greenfield sample system's architecture. This task went over the 30 minutes allotted as we really dug down into the details. The follow-up from that round was that I would get an offer higher than the previously discussed number, but still significantly less than the high from the range previously disclosed to me. I was told that this was their new max budget, and they couldn't budge any more. I was also at this time presented with their benefits package information (also underwhelming, no equity, no bonus, high health insurance premiums, no 401k match and earned PTO accrual per pay period). This offer never materialized. I would check in about every other day at first, but there was always some excuse (someone from HR was OOO, then the VP was OOO, etc). Eventually I just figured these guys didn't have their act together or the honesty to just pass. Weeks later I finally heard word that they were passing with no reason as to why. Considering a previous Interview post on Glassdoor for this company and position and some conversations I had with former colleagues who had previously also gone through an interview process with them, there seems be a pattern for this company and management team. They give their 3rd party recruiters large salary ranges to entice candidates, but then budget far less for the position, while stringing along qualified candidates who expect market salaries. I'm not one to tell anyone else what to do, YMMV. But if you do consider employment at CoreDial, confirm the position's salary early in the interview process with the hiring manager.