The recruiter was great but the hiring manager was terrible. The recruiter indicated this was a new role and that a job description had not yet been written. During the subsequent phone interview, the hiring manager told me the position actually existed for some time. If it was, why was I not furnished with a job description (which I asked for) so that I could properly prepare for the interview? It quickly became clear the hiring manager hadn't done much more than glance at my resume. She was also completely unaware that I was coming to this interview as the referral of two employees. The hiring manager's opening questions set a very negative tone for the 30 minute phone interview and the entire discussion ended up feeling very rushed. The call ended abruptly without an opportunity for me to even ask about next steps. Obviously, that was the end of the process. The whole thing is a real shame as Regeneron sounds like a great company and I was certainly an excellent fit for the role, at least based on what I was able to discern during this rushed call. Whether you enjoy working for a company or not is more commonly determined by the quality of the performance manager than the company itself. As much as this entire process feels like a lost opportunity for both me and Regeneron, I'm guessing I just dodged a bullet.

A true indicator of consensus overload culture - 12 interviews with various stakeholders - exhausting and not necessary.. TA does a great job keeping communication lines open throughout the process but it’s clear too many people get to weigh in on a decision that comes down to 1 person . Giving this a positive experience since someone may enjoy meeting with that many people