The interview process felt excessively long, spanning 5–7 stages if you include all discussions. There was a single day with multiple chats involving various teams and staff, which made the process feel drawn out. Initially, I interviewed for one role, only to be informed later that it had been filled internally, and was then offered the chance to interview for a lower-level role. This subsequent process involved a team that seemed disinterested and unfamiliar with my background, which made it challenging to engage meaningfully.

I recently interviewed with Square for the Outside Account Executive role. While I appreciated the opportunity and had some positive experiences during the process, it ultimately left me disappointed. The Positive: The recruitment team was fantastic. They were detailed, thorough, and made the initial stages of the process seamless and professional. I felt supported and well-informed throughout. Interviewer #1 was also a standout—he embodied true leadership qualities. He was engaged, insightful, and created a welcoming environment where I felt my skills and ideas were valued. His approach reflected the kind of leadership I would have been excited to work under. The Negative: Unfortunately, the rest of the interview process did not reflect Square’s or Block’s core values. • Transparency: The process lacked openness. It was evident that the team had already selected a candidate before my interview. The job posting had been taken down from their company career site prior to my interview, which was a clear signal. This lack of transparency left me feeling like my time and effort—especially for the presentation and role-play exercise—were not respected. • Innovation: During the role-play exercise, I suggested thinking outside the box to win over a business, but the hiring manager dismissed it outright, saying, “That’s not how we do things here.” This response felt stagnant and completely contrary to Block’s focus on creativity and innovation. • Empathy: The hiring manager did not demonstrate empathy or respect during the process. He did not appear on camera, seemed uninterested in my answers, and even admitted to not understanding what I meant when I asked about company culture and values. The hiring manager also repeatedly blamed the recruiting team for scheduling issues, which was unprofessional and inaccurate given my positive experience with them. His lack of accountability and inability to reflect empathy or leadership was disappointing. It’s clear he is not someone I would want to work for. People work for people, and leadership makes all the difference in a role. Interviewer #2 also came across as closed-minded during the discussion. Rather than exploring how my skills and accomplishments could translate to the role, he focused on the fact that I didn’t hold the official title of B2B manager. While I may not have had the title, I did the work of B2B in my previous roles, and dismissing this outright felt unnecessarily critical and dismissive of my contributions. Reflecting Back: Despite the challenges, reflecting back on the interview, I would still love to work for Square. I believe in their mission and the values they promote, and my hope is to find opportunities on a team led by someone like Interviewer #1, who truly reflects those values. Takeaway: While Block and Square promote admirable core values such as transparency, empathy, inclusion, innovation, and collaboration, this interview process did not reflect them. My hope for the company is that they continue hiring leaders who embody these values in their leadership teams. I also hope Square implements a stronger focus on respecting their colleagues, as respect is foundational to a positive and productive work environment.