This has taken the cake in terms of the number of interviews I have ever done for a role that was not even a senior position with a company. Week One: I had a 45 minute phone interview with the recruiter which filled me with a lo tof promise for the experience of working with Cvent. There was a criteria of completing 2 online assessments for the role. Which I was given practice systems to work on and then attempt the assessment from home. Tally so far: 1 Phone Interview, 2 Assessments Week Two: The challenge from there was a video interview with the hiring manager. I did extensive research on the company and went in prepared for all of the questions I thought I could for the experience. The hiring manager, while difficult to read gave me a favourable experience. I was passed to the next round of interviews. Talley so far: 1 Phone Interview, 2 Assessments, 1 Video Interview. I was then asked to complete one of the assessments I completed before but this time they wanted to watch me on video as I completed it. Talley so far: 1 Phone Interview, 3 Assessments, 1 Video Interview. Week Three: The next set of interviews were in their office. This also included a mock training presentation. Something standard in my field. So I prepared a brief and added tons of interaction and engagement for the group as they were all video with the exception of one, which was with someone in their office. The first part was a presentation which was to last for 30 mins. Then the interview portion turned out to be a gruelling gauntlet of interviews 30 min in length, 5 total video and 1 onsite. Talley so far: 1 Phone Interview, 3 Assessments, 5 Video Interviews, 1 Onsite Interview While waiting for feedback which I was assured I would get back on a decision, I heard at the 12th hour as they say that they wanted to interview more candidates. Now I understand that you want to interview more candidates but wouldn’t you take everyone through the process at the same time instead of running 1 person through the gamut and then putting them on hold while waiting for other interviews to be completed? Why not hold at Week 2? That way you don’t miss operational time pulling Directors and managers out of the business so many times to complete the same process over and over again? That way you can only have to worry about putting 1 or 2 people through the finals? Why provide hope of the role taking someone through the whole process? Well 9 weeks from the start of the process, I decided to message the recruiter and there was the news that I was not successful for the role. Total Interviews completed: 1 Phone Interview, 3 Assessments, 5 Video Interviews 1 Onsite Interview As a candidate, it wasn’t the most pleasurable experience. I understand you want the best person for the job, however, some people take extensive time out of personal and professional life to commit to aiming to work for a great company. Best advice that I have ever given to my HR team in the past is: “Don’t tell candidates ‘We’ll get back to you’ if it’s not your intention. It is better to be rejected outright, than to be left hanging. Instead give them advice on the resume or interview. Better yet, call someone in your company who many need this candidate.”