My first interview was with someone internationally. She was a delight to talk with, but I was taken a back when she asked me “what is your current salary?” This is generally frowned upon in the US because of the Salary History Ban legislation. When I researched Hudl prior to interviewing I noticed a number of comments about low pay. Maybe that’s why they ask your salary history up front, they don’t want to pay appropriately for top talent.

My interview process lasted approximately one month and consisted of four stages, including an initial interview with the recruiter. I reached the final stage, which involved a panel interview with two interviewers. I had expected to receive an update shortly after the New Year, allowing for delays due to the holiday period; however, no update was provided. After the holidays, I followed up with the recruiter multiple times but received no response. Eventually, I contacted one of the panel interviewers directly, after which the recruiter informed me that the position had been filled internally. This was particularly frustrating given that I had not initiated the application process and had been contacted directly by the recruiter via LinkedIn. My concern with this process is that when a candidate progresses to the final stage—especially after investing significant time and effort throughout a lengthy process—it is a reasonable expectation and professional courtesy for the recruiter to communicate the outcome in a timely and transparent manner. In all my years of participating in interview processes, this has been by far my worst experience.