- Five 45m individual interviews with peers and reports - A panel presentation that ended up including a number of people from around the organization in addition to the "official" list. The presentation focused on challenges identified during the previous interviews and how I'd address them in my first 30-60 days. - Hiring manager was generous with his time, answering questions outside the formal context and ensuring a fit. - Questions were more behavioral than conceptual. - All the interviewers were prepared and engaged. - Recruiter was communicative and kept the process moving. Hiring manager was transparent, making sure to notify me of material changes during the process, which took exactly four weeks from first screen to offer.

A screening call with a recruiter, and a call with an IT Engineer. Iterable is looking for someone with experience scaling IT, but your first real interview is with a potential direct report in IT with no experience scaling a company, who's background is with a small-ish non-profit, and who is eyeing a DevOps position. This interviewer is misplaced in the process; this person is more suited for technical and culture fit screening than 'scaling', or a Director level role. No technical questions, no culture-bias questions, no 'scaling' questions (wouldn't know what to ask), mostly focused on, "how do you use soft skills to make them do what I want". This, itself, is funny; if this person cannot sway 'them' himself, how is he going to effectively screen for an answer to his question? It's a common inflection point with a lot of start-ups, we want to scale, but have no experienced, internal guidance. Few folks have actual experience scaling (mine is 400 - ~1,000 in 18 months, with global reach), and they want to hear what sounds appealing about how to scale, not about what it actually takes. I don't like deceiving people. What works is process, which, by its nature, removes a certain level of autonomy from, and imposes requirements on workflows, tasks, and their outcomes. So, when I say this interviewer is misplaced, it reflects the Iterable's own need for internal expertise in scaling, otherwise, they would have prioritize interviewers to screen based on the critical requirements of the role.