I interviewed for an Account Executive role and went through several stages: recruiter screen, hiring manager, and a mock demo with an AE. The good: The product is genuinely impressive, and the hiring manager conversation was substantive. The frustrating part: the process was rushed in a way that didn't account for candidates currently working full-time. I was repeatedly pushed to compress timelines and find availability at short notice, which is difficult when you're holding down a demanding job and trying to give the process the attention it deserves. A little flexibility goes a long way and signals respect for the candidate's time, not just the company's. The bigger issue: two of my three interviewers kept their cameras off for the entire call, including during a live mock demo where I was expected to present and read the room. Asking a candidate to perform a roleplay into a black screen, with no visual feedback, while the interviewer stays off camera, is a strange dynamic and felt impersonal. If you're assessing someone's communication and presence, the least you can offer is your own. The product and team are strong, which is why the process was disappointing. The bar for candidate experience should match the bar for the product. Advice to management: Build in flexibility for candidates who are employed, and ask interviewers to turn their cameras on, especially during demos. It's a basic courtesy that reflects on the brand.