I went through a lengthy interview process that included multiple rounds: an initial recruiter screen, a conversation with the hiring manager, and interviews with three internal team members. Following that, I was asked to complete and present a project based on very limited information. The project presentation itself lasted nearly an hour. In total, the process stretched from March 27 to June 3—almost three months—with poor communication throughout. Several of my emails to the recruiting team went unanswered, and I received no outreach or updates from the hiring manager. When I finally delivered the project, the hiring manager seemed disengaged. There was even background noise that sounded like a child, and she asked to record the session, which felt inappropriate given the lack of professional courtesy up to that point. The entire experience was frustrating and deeply unprofessional. In hindsight, I should have trusted my instincts when I learned a "project" was required for a non-technical role. With my years of experience and background working for top-tier Fortune 500 companies, this raised serious concerns about how the company values candidates' time. The process signaled potential red flags: disregard for candidates, possible micromanagement, and layers of unnecessary bureaucratic manure. While I was initially interested in the role due to its remote nature, by the end of the process I knew I wouldn’t feel comfortable leaving my current position for this opportunity. What truly sealed my impression was the complete lack of feedback after the project—radio silence. No thoughtful response, no closure, no professional explanation. For a role offering $140K with no bonus and no RSUs, this level of demand and disorganization is unacceptable. My advice? Don’t walk—run—from any company that asks for this much unpaid labor and time investment for a role with such modest compensation. Remote work is a benefit, yes, but not one worth compromising your standards or professional worth for.