Screening call with the recruiter, followed by a virtual interview with the hiring manager(s), final interview with the VP of Customer Success. My initial engagements with the recruiter and hiring manager both went very well and I felt that Pluralsight was a great place for me to be and was excited to be able to speak with the VP in the final round. My conversation with her was going well and I was asked 3 scenario questions which I think I answered well, this took about 10mins of a 30min session. She then allowed me to ask questions for the remainder to which I started by asking what brought her to Pluralsight as she had just joined a couple of months prior and followed up by asking what she thought the biggest opportunity was for Pluralsight over the next 6-12months. As I was getting ready to ask another question she abruptly ended the call and thanked me for my time. I am unsure as to what I may have done to prompt that reaction but it was clear at that point that the role would not be coming to me. In hindsight I was asking about compensation with the recruiter prior to this meeting which potentially may have soured her perspective of me, but I did not feel I was being anything but transparent and communicative on that aspect and when I was informed there was not room to negotiate, that was not a deal breaker for myself. The first two legs of the interview were really enjoyable and the last aspect did leave a bit of a bitter taste in my mouth, so as a result I marked my experience overall as neutral. I would suggest though that if a candidate is only being interviewed as a formality (as this felt to me) it is in the best interest of the candidate and employer to have that communicated. I'd have no ill-will being told that given the complexity of the current job market and this would provide a higher level of credibility to the company to take this route in my opinion. I think the company has a great platform and while in a rebuilding phase with a new CEO some growing pains are to be expected. I would just suggest to remember that candidates are also in a rough spot in the job market and empathy can be applied both ways.