Operational clown show. The HR team is an empty vessel and partners with a confused and extracting product team to run the most off-putting, tedious, and low-EQ recruiting process I have ever seen. It's laughably bad. They request a detailed case study on their product following a mere 20-minute HR screening, only to then leave candidates in limbo for two months. They also do reference checks. Nice. As noted by other reviewers, this appears to be a tactic to extract extensive work upfront without any intention of providing an opportunity for candidates to present. This is concerning for two main reasons: 1) It suggests that the product and leadership team may be used to delegating busy work without a clear vision or conviction. 2) It likely indicates inadequate user research and poor prioritization, which ultimately impacts the product's quality. Comically bad comms and process. Despite being a team of just 40-50, Pulley's application process feels corporate af, removed, and outdated, reminiscent of applying to some financial institution stuck in the 80s. This type of disregard for candidates’ time generally bleeds over to the user experience, imo. Employee reviews already hint at internal retention issues, suggesting these problems have been impacting the team for a while; it's only a matter of time before users start feeling like a cog in the machine as the Pulley team scales. Engage with Pulley only if you have unlimited time to spare.