The interview process lacks structure and has many undefined steps. First you will be asked to conduct a virtual interview with a business consultant. This step involves explanation of the multiple roles available and the teams that would be reporting. The next step involves an in-person interview with the newly appointed Director of Sales, with generic interview questions. They allot time at the end of the interview for questions the candidate may or may not have. However, don't ask anything with substance (like OTE, benefits, next steps, upcoming products, direction, strategy, etc.) because they won't/can't be answered. At the end, they will ask you to write a recap email about what was learned in the interview, to which they won't reply. And they will explain that there could be another potential 6-7 interviews but even that it is uncertain. My interview was on a Thursday and upon no correspondence at all, I sent a second follow-up email the following Tuesday which also went unanswered. I checked Indeed and notice that there was a 'Not Selected' message next to the job, under the 'applied jobs' section. I called the business consultant (#opentowork on LinkedIN - Red Flags) and call was declined. I left a message asking for some formal correspondence either way to which I finally received a short response about not being selected for next rounds. It's a blessing in disguise as there were many red flags at pay not being disclosed and questions not being/unable to be answered. FEEDBACK: Formalize your process. Don't leave candidates hanging. Be respectable and act with integrity. DISCLOSE PAY. Candidates make true investments of their time to accommodate interview processes. Stop being so secretive and ghosting people.