Thank you for your comments. I take candidate feedback very seriously and never like to hear that a candidate had a negative experience during or after our interview process. We welcome feedback and always try to get better. I have personally looked into this situation and am happy to respond to the remarks about my team and the process as a whole. In this case, we apologize for the delay in letting the candidate know whether or not they were moving forward to the next phase of our interview process. Toward the end of the interview process for this candidate, we did make some major changes to the role including the geographical areas that we were hiring within moving forward. We are a fast growing business, and sometimes change happens quickly. This particular change in were we needed a candidate to live was an overall strategic shift – based on employee feedback and will be reflected in our hiring practices moving forward. Final decisions around this change affected the timing around our decision and led to a longer than usual response rate for this candidate. All of our job opportunities are very competitive and we interview a lot of strong candidates necessitating difficult decisions. Our interview process is also quite extensive, candidates have the opportunity to interact with many of our team members and be an active part in deciding whether they want to work here as we believe interviewing is a two-way process. Having 4-5 interviews or steps along the way before we get to reference checks or an offer is typical for all of our positions. In some rounds of interviews, technical ability is assessed more carefully by completing a homework assignment. The assignments are very representative of the work our clients ask us to provide every day and are an integral part of our process to assess how well a candidate will perform on day one. However, the homework is never the final round, any final round would involve an in person interviews with myself and/or another member of the senior leadership team. Our talent team takes great pride in replying conscientiously to everyone who has gone through multiple rounds of interviews with us in a personal, direct and respectful way with useful feedback that will help candidates understand our decision. This candidate absolutely did not receive a form e-mail, I personally reviewed the note and we were very honest and specific in the factors that affected our decision and no further feedback was requested. In this case, our macro level decision about geography outweighed homework performance as a deciding factor. We are always glad to give transparent feedback about homework performance or any other factors in our decisions when asked by candidates. I, we have a high standard of excellence in the services we provide for our clients as well as our employees' performance, we strive to reflect this in our interview process and put a lot of time and consideration into every candidate we speak with. Like everyone, we make mistakes and things tend to shift quickly with a fast growing company. We appreciate you leaving us feedback – we are always improving our interview processes. -Robert Glazer Founder and Managing Director