My interview process with Blavity for the People Ops role took about 3 weeks. Initially, I had an engaging call with the hiring manager however, as I moved along the interview process, gaps were revealed in the organization. Some red flags included the hiring manager mentioning morale was low at the company, there was no mention of leadership involvement, broken internal processes, clique environments, etc. All of these which are common challenges in a startup environment but at the end of the day our values did not align and I did not move forward in the interview process. For a company headcount of ~45, a People Ops team of 6 is quite large and from there I knew there were some broken areas in internal processes. The hiring manager explained some basic concepts around "getting things done" and "following through" with small tasks which I felt made sense but were the wrong areas to focus on for the role. When interviewing with another hiring team member, instead of going down a list of platforms to see if a candidate is familiar with the tool - understand that there are many HR/People Ops tools out there that solve for similar gaps and manual work in the function. Tools can be taught, passion for people cannot be taught— this is a natural gut feeling. Passion was definitely missing from the hiring team and I think there are deeper org structure issues that need to be addressed before the company decides to create positions to promote growth without a clear direction.