Overall, the interview process was quite straight forward - recruiter interview, interview w/ head of sales and then a short presentation on Elucidat in front of the CEO and head of sales. In addition to the interview process, I asked to speak with someone in the team to get a better feel for the daily responsibilities, challenges and opportunities. I really enjoyed getting to meet everyone and learning more about the platform along the way. The only negative in all of this is the way I was rejected and quite possibly, the length of time it took them to reject me (for context my current experience is more AM focused than AE focused). In the interview process they focused a lot on qualification and being quick to funnel out the crap - part of me feels they should have done that with me! I was surprised to have gotten through to the final given the head of sales fixated, and rightfully so, on how he wanted someone in new business during our 121 interview. The scheduled rejection email came at bang on 5:30pm on a Friday and stated that exact same reservation they had from the start. It’s a shame to needlessly drag candidates through a process, particularly when they’re working full time, when you know you’re going to reject them anyway. When you complete a final interview (particularly one that requires a lot of time to prep a task), a quick call to say thanks but no thanks, followed up with a summary email, would be more personable and a better candidate experience.

I was genuinely excited about the opportunity at Elucidat. On the surface, the company seemed like a great place to work — purpose-driven, people-first, and with a strong product. Unfortunately, the interview experience told a different story. While the early stages were positive, the process became increasingly disjointed. The expectations shifted multiple times — for example, the advertised hybrid role (2 days in-office) suddenly became 5 days without clear explanation. There were also several last-minute additions to the process, including reference demands that went above and beyond what’s typical — such as requesting multiple 40-minute video calls with former managers, despite only issuing an offer letter and not a formal contract. The final conversation with the CEO was particularly disappointing. I found the tone unnecessarily blunt and dismissive, which didn’t reflect the values the company promotes. It’s a shame — I really wanted this to be the right fit, but in the end, the experience raised too many red flags around communication, internal alignment, and candidate respect.