One phone screen with a recruiter, a Google Hangouts with a designer, another Google Hangouts with head of design team, a design challenge, a 4 hour on-site interview where I met with more team members and got a tour of the office.

It all started with phone screen with HR in US, then a 20 min call with HR in Ireland before 45min call with hiring manager in New York. Finally there was an afternoon (4 hours) spent on-site encompassing a presentation and multiple interviews with staff and management at various levels and locations via video link. This was a drawn out process that took longer than expected, up to twice as long as other US-based companies. I originally received an update after the 1:1 call to say I was out of process. Then I received a follow up call a week or two later to say in fact it was a technical issue and that I was going forward to next round. Then later on during the final interview I was told it wasn't a technical issue, they just changed their mind regarding my application. Although it was nice to know I was moving forward regardless of the reason, I found it hard to respect the process from that point on, as it felt disingenuous to make up a reason. A huge amount of time and effort went into preparing work for the presentation when already managing a full-time design job. Whilst everyone on-site was nice and I seemed to have great rapport with individuals, after this final stage I received no feedback from the company. Zilch. I had to nudge them for an update after about 4 weeks, at which point I was immediately told they offered it to someone else who had accepted. By this point I'd lost interest of course but one has to see things through to the end. Overall the process was sound, but the execution very poor. Any business looking to create a trusted employer brand should not look to emulate this strategy when it comes to securing future talent. And any candidate should prepare for a long, muddled process with this lot.