I completed their full interview cycle, and while they scheduled interviews efficiently, the substance behind the process completely fell apart. When I asked standard account management questions such as retention metrics, churn drivers, and revenue stability, I was repeatedly told these topics were “irrelevant to the role.” That was confusing, because minutes later they stated that retention, cross sell, and up sell were the primary KPIs. That level of contradiction is a red flag for anyone who has worked in real revenue driven roles. Leadership did not demonstrate a working understanding of basic sales or customer success fundamentals. Neither interviewer had any background in sales or revenue accountability, and it became obvious based on how defensive they became when asked strategic questions. If leadership cannot articulate the path to quota or explain how success is measured, candidates should not feel confident in the direction of the department. After completing all interviews and being told decisions were being finalized, communication abruptly stopped. During that silence, the company reposted the exact same position at a significantly lower salary range. Making a compensation change mid process without informing existing candidates shows a lack of transparency and raises concerns about internal stability. The business model itself raises legitimate questions. The organization presents itself as a technology company, but in practice operates as a managed service provider that is heavily dependent on volatile claim volume. Anyone familiar with insurance operations will immediately recognize the structural risk in that model. When even basic questions about revenue resiliency, forecasting, and customer adoption receive vague answers, it is hard to imagine how a new hire is expected to succeed. Overall, the experience gave the impression of a company struggling with direction, communication, and leadership alignment. Candidates deserve clear answers, consistent information, and timely follow up. None of that occurred here. I would not recommend pursuing opportunities until the company demonstrates stronger operational clarity and leadership structure

HR phone screening Call with management 3 hour panel on-site I did not receive an offer, and in fact they never circled back at all to give me the news. Obviously, I didn’t get hired, but to not close the loop with someone after three rounds is unacceptable.