I entered the process genuinely excited about Sonar. The product is solid, the brand is strong, and the leadership team has impressive backgrounds. But over four months, I completed eight interviews with nine people — including a personality test, a mandatory office visit, and a bar-raiser session with the CEO. I received positive feedback throughout and was told a written offer was being prepared. Then, without warning or explanation, I was rejected. No closure. No accountability. Just a quiet reversal after months of engagement. The experience raised important questions: If hiring at this level is this unclear and disjointed, what does internal alignment look like? How are high-stakes decisions made? Sonar may be a great place for some, but their senior hiring process sent mixed signals. It looked like a company still deciding what kind of leadership it wants — and burning candidate goodwill in the process. Advice to Leadership: The way you hire is the first system a candidate experiences. If you're serious about scaling, the process should reflect the clarity and decisiveness you expect from your leaders.

- HR Interview to verify there is a fit - Interview with VP of Tech - System Design Interview - People and Culture Interview - CEO Interview (didn't get to do this one) The process I think it's acceptable in length for the role. I failed the P&C and I would say I should have just rescheduled, I had covid the 4 days prior and didn't prepare it. I won't give you the questions but I can tell you that if you ask chatGPT, you'll get a 100% match, they're pretty standard. As I was sick the days before, I winged it instead of preparing it, so some of the answer I probably should have answered better. The only downside of the P&C is that it's very long, like really a lot of questions. It was supposed to be 1 hour, it lasted 1h 30m. At a certain point I had a bit of answer fatigue. Having said that, the process made sense and can recommend.