I had a phone screen with the recruiter, hiring manager, and engineering manager. Expedia flew me in in, booked a hotel and a driver. I spent the day talking about operations, agile, imaginary applications and football. The next day recruiter said everyone was thrilled and the described the offer over the phone the next day (verbal, I said to send it over). After not receiving a written offer for two days I decided to expedite negotiating by making a counter on the base salary that was mentioned. My logic was my current salary had been used as a factor in calculating the current offer. By that valuation my salary is a year old and I have an upcoming pay increase so I suggested I was worth what I was countering. I wish I had a transcript of what happened next. Recruiter: "How can you not understand cost of living?" Cost of living was clearly an important selling point in the offer but I gave some examples of how it can be misleading. Recruiter: "I don't understand how you don't understand cost of living." I said I just wanted to make sure that cost of living wasn't the only determination, that I would be getting market rate regardless of where I was moving from or what my prior salary was which I did not have to disclose. Recruiter: "I don't appreciate that you are insinuating we are trying to low ball you." Recruiter: "I mentioned your counter to the team and they consider this a red flag." I had to remind the recruiter that we were just discussing the offer, not a big deal. Recruiter: "If we accept your counter you would be making more than your peers." Recruiter: "Well, are you accepting the offer?" I said I would accept (this conversation not withstanding) but also pointed out that the offer was below the salary range I had indicated in my candidate profile at the beginning of the process. If that range was an issue we should have discussed it right from the start. The recruiter called back to tell me offer was later rescinded. Besides the fact that there was no formal offer, this was the most amazing, unprofessional turn of events I have ever experienced with a recruiter or anyone else in a job setting. I have never had a counter--one that was very reasonable and thoughtful--handled like this. I have a masters degree and 14 years of engineering experience and to be insulted, to carry on as if I did not grasp cost of living (of course I had done all the cost of living calculations) really shows what Expedia thinks of candidates or employees. Counter offers are nothing personal, especially if the initial offer is not overwhelming or is based on disclosed salary or dubious concepts. What matters is how much are you worth to the company if the company had no prior knowledge of your location or salary. This is market rate. But I have no regrets. I passed eight hours of interviews with six different people. I have no problem if the recruiter blows up over counter offer. That too is part of the candidate interviewing the company. This is not the place for me.

I had high hopes for my application process at Expedia, but unfortunately, the experience was deeply disappointing. I began with a 30-minute phone interview with Matthew Fisher (HR), who was polite and confirmed I would be progressing to the next stage. I then had a one-hour virtual interview with the Senior Director, Product Analytics & Experimentation, who was thoughtful, professional, and even included a surprise SQL test. Despite the technical challenge, he gave me the time I needed and treated me with respect, which I appreciated. Following this, Matthew reached out to say the interview went very well and wanted to move me forward to three more interviews. I promptly shared my availability, but that was the last time I ever heard from Expedia. Over the following weeks, I followed up multiple times via email and phone - leaving voicemails too - but received no response. It's now been over two months, and I’ve been completely ghosted. What's especially disheartening is seeing Matthew Fisher remain active on LinkedIn during this time, engaging with posts while ignoring my follow-ups. Candidates invest significant time, energy and emotional effort into interview processes, often while juggling current work responsibilities. Being ghosted at this stage after receiving such positive feedback - is not just unprofessional, it’s disrespectful. I’m sharing this experience to encourage Expedia to improve their candidate communication and to warn others that, unfortunately, even a strong performance and positive feedback may not guarantee a response.