Well run interview process. Initial recruiter screen followed by a writing assessment and three 30 minute interviews with different members of the team. Both behavioral and machine learning specific. They will explore if you understand what AI/ML are and how you can identify ways to create value for businesses

I was contacted by a recruiter for a senior leadership role and initially felt optimistic. That quickly changed. I had five interviews scheduled. Here’s how they went: Interview 1: The VP and hiring manager was 5 minutes late. Not a big deal, but not a great first impression. Interview 2: Another VP, also late. The conversation went well, but again, the tardiness was noted. Interview 3: Cancelled last minute. They swapped in someone else 25 minutes late who never introduced himself, asked erratic questions, and appeared distracted and annoyed to be there. Interview 4: Was with the same VP who cancelled earlier—this time he was 7 minutes late and then cancelled again because he "had to work on his slides." Interview 5: Pointless. It felt like they were throwing interviews at the wall to see what stuck. Not a single person was on time. No one showed respect for my time, and several failed to show basic professionalism like introductions or preparation. I received apologies—but no meaningful change in behavior. Takeaway: If this is how C3 AI manages their executive-level hiring, it raises serious concerns about their internal operations, leadership culture, and strategic coherence. For a company claiming to lead in enterprise AI, their human process is badly broken. I withdrew my candidacy. I suggest future applicants proceed with caution.