Interviews were all 1 on 1 through different rounds, starting with the internal recruiter and then onto the hiring manager, etc. Met with team members, stakeholders external to the team, and skip-level managers.

My interview process with Indeed lasted nearly four months from initial outreach to final decision. While the interviewers themselves were professional and the conversations engaging, the overall experience was disjointed and left me feeling overlooked and confused. There were long gaps—sometimes two weeks or more—between interview stages, and communication from my assigned recruiter was inconsistent. At times, I had to reach out to other recruiters just to get basic updates. When I did, he reminded me that communication should go through him, though I had already made multiple attempts to contact him directly without response. After completing several rounds over many months, I was told I was in the final stages and received encouraging feedback from the team. However, after several weeks of silence and follow-ups on my part, I eventually received a standard rejection email with no explanation or feedback. I followed up once more to see if I could learn anything constructive from the experience, but as I had come to expect by then, I never received a response. I understand that not every interview process results in an offer, and I respect the company's right to choose the candidate they feel is best suited. However, I believe a more transparent and timely communication style—particularly in the final stages—would go a long way in creating a better candidate experience. Furthermore, some form of constructive feedback would be incredibly helpful, and simply a gesture of respect given to a candidate who just put in their all for many months. Given Indeed’s mission to help people get jobs, I had expected a more people-centered approach and was quite disappointed with the process.

1- Interviews with a consulting firm (in charge of outsourcing positions) 2- Technical interview with other Program Managers (questions about experience and project management) 3- Final interview with the Hiring Manager (situational questions).