The recruiting process raised several concerns. After an initial HR screening and interviews with multiple VPs, the final stage required a detailed panel presentation to the same interviewers and the CEO. The presentation topic was a 30-60-90 day account plan, which required significant preparation and essentially asked candidates to outline a full go-to-market and strategy plan. The issue is that the company appears to have limited clarity on the market strategy for this role, so candidates are effectively asked to provide detailed consulting-level recommendations as part of the interview process. After delivering the presentation, there was no follow-up or feedback, and communication stopped entirely. For senior roles, asking candidates to prepare extensive strategic plans without compensation or clear feedback can feel like a way to collect ideas rather than evaluate candidates. Advice to Management: If strategic presentations are required, consider limiting the scope or compensating candidates for significant preparation work. Also ensure timely follow-up with candidates after final rounds. Advice to Job Seekers: Be aware that the process may require substantial unpaid strategic work late in the interview cycle.