I The overall interview process at Jobber was well-organized and respectful. The recruiter screen covered my background, leadership philosophy, and alignment with their values. The panel interviews went deep into how I structure teams, scale support operations, coach through layers, and use KPIs to drive performance. I appreciated the thoughtful questions around metrics, accountability, and delegation. That said, one part of the experience left me frustrated. Team size and scope were raised as a blocker after the panel—despite those topics being discussed transparently during the initial screen. I was advanced anyway, only to be declined for reasons I thought we’d already addressed. It felt like I’d cleared that hurdle, then had it reappear at the finish line with no chance to respond. Another note: Jobber leans heavily on the STAR format, even for senior-level roles. While structure is useful, it can feel limiting when you’re trying to convey how you lead through complexity, shape strategy, or influence change across an organization. Not everything impactful fits neatly into “Situation, Task, Action, Result”—and it would’ve been great to have more room for open, strategic conversation. I still have a lot of respect for the team and the company, but I hope they evolve the process a bit for more senior roles.