GHOSTED! Which happens way too often with recruiters these days. Especially younger, more inexperienced recruiters IMO. 1st interview was fairly straightforward with a frontline recruiter. Tell me about yourself, why are you interested in Square, etc. Fairly basic stuff. 2nd interview was with someone a level up, but still a recruiter. I want to say he is one of the recruiting managers for the STL area??? Little deeper dive into my experience and a few situational questions. I thought we had a great conversation and left with the understanding that we’d be moving forward with some in-person interviews. Was told I’d hear something within a week or so. Didn’t happen...a few weeks later and nothing. Which is fine; I didn’t get the job and the search continues. Recruiters, follow through on your word. I’ve worked with many recruiters in hiring folks for my teams in previous roles. It’s a tough job. I respect what you guys do. Lots of balls in the air, wading through all the shenanigans to find good candidates for your company and for your peers...and Square has a lot of openings. So I’m sure these guys are busy and I’ll probably get a blanket email a month from now saying I’m no longer being considered for the role. But when you say you’re going to do something, do it. You are representing your company and it’s brand. And the process I experienced leaves a negative impression on me about this company. Recruiters keep in mind that candidates are also juggling interviews, potential multiple opportunities, and priorities. I think the great recruiters out there realize this. No one wants their time wasted. And in a perfect world, no one wastes your time either but it’s a two way street and we all know this isn’t a perfect world. For those who are interviewing with Square, do your best to pin them down on follow up timelines, expectations, etc! Be patient, but don’t hold your breath. Lot’s of other solid companies out there! I think Square is a good company and they’re doing good things. But I’d be willing to bet the growth they’re experiencing is putting quite a strain on their recruiters and the hiring process.

Interview process was quick, concise, and exactly what was described during the recruiting process. Started with a phone screen with recruiter, then phone (video) screen with hiring manager, and then a ~3 hour panel interview. The panel interview was focused on STAR method and was broken into parts with 1 part being with potential peers and the other part (2 hours) with the hiring manager and 2 other peers of the hiring manager.