My interview process with BlueCargo lasted over 40 days and included seven rounds: An initial phone screen with a recruiter An AI video screen A live interview with the VP of Sales A mock demo with the Product team A second demo with the VP of Sales, a Senior Salesperson, and the VP of Customer Success A final interview with both co-founders Despite positive signals throughout, I was eventually informed I was no longer being considered—without any meaningful feedback or closure. After such a time investment, the experience felt frustrating and poorly managed. Lack of Direction and Misalignment: I was told to expect technical questions, but not one person asked about APIs, EDI, or ERP integrations—all of which are central to the role. Instead, the process relied heavily on mock demos, which are not a true measure of a candidate's long-term effectiveness. A mock interview tells you nothing about how someone communicates with customers, solves real problems, or collaborates cross-functionally. Recurring Patterns and Broader Concerns: Others on Glassdoor have shared that they went through this same process for the same role earlier in the year—only to see the company restart the search again in Q2. It suggests a troubling cycle: disorganized leadership, indecision, and a lack of clarity around what the role actually entails. I genuinely feel for the current employees who are repeatedly pulled into these long, ineffective hiring loops. Final Thought: While I was proud to make it to the end, I honestly feel better off without the chaos. A company looking to grow needs structure, alignment, and focus. This experience made it clear that BlueCargo is still figuring those things out. Advice to Leadership: Refocus your process on real conversations, not rehearsed demos. Align internally before you begin interviews. And most of all—respect the time of both your candidates and your team.