After completing a full interview process and earning the offer, it was rescinded following a last-minute “informal” conversation with a newly hired VP... I completed ShipBob’s full interview process for a Merchant Success Manager role and initially earned an offer. The process was rigorous but fair — beginning with a recruiter screen, followed by two rounds with the hiring manager (and the director present for the final), plus an engaging presentation exercise. I had consistently positive interactions with the Merchant Success team and the recruiter. After an offer had been made and a start date discussed, a newly hired VP for the department — only a month or two into the role — requested a last-minute “informal” conversation. Shortly after, my offer was rescinded, citing a lack of supply chain experience. During our discussion, I had actually introduced basic supply chain concepts like a RFP, which prompted no recognition or follow-up questions. The irony was that the VP acknowledged that she had no experience in the industry herself. This experience directly contradicted the structured evaluations and positive feedback from every prior interviewer. From my perspective, new leadership went over a tenured team and undermined their credibility to even extend an offer. The experience reflected far more on the company's integrity and internal power structures, than on my performance or the process that initially earned me the offer.

The interview process was very smooth and well-organized, consisting of three stages: a phone interview, a hiring manager interview, and a final panel interview. Everyone I spoke with was friendly, professional, and genuinely interested in understanding my actual skills and experiences. The conversations felt natural and engaging rather than scripted, and each interviewer took the time to explain the role and company culture. Overall, it was a positive and transparent experience that reflected a well-structured process and a team that truly values its candidates.