Somebody else on here wrote about their experience interviewing for a product manager role and I would like to confirm that I had the exact same experience down to a T. An entirely backwards process with no transparency into compensation until you get past conversations with two managers. Only then do you talk to talent acquisition who basically re-interviews you with back to back questions about your experience. On top of that when I finally got to ask about compensation I was not only asked how much I made in my previous role but also completely low balled stating that why I was looking for was out of budget. It was infuriating. After that call I got a standard no-reply rejection letter which I laughed at. Why make a candidate go through two interviews only to have talent acquisition reject them??? Oh and the best part was that if they did decide I move forward there would be ANOTHER interview IN-PERSON for 4-5 HOURS. The whole process was infuriating and a complete waste of time. Their entire interview process is backwards and they have no respect for the candidates and their time and effort.

The interview process is backwards by meeting with two managers that oversee the position you applied for, then followed by meeting with HR. Here's how my experience was: I met with the Sr. PM who was looking to fill this role to support him in a few products he oversaw. The interview went well, with him asking me basic questions regarding different scenarios I have been in, how I handled them, my background, and what we'd be doing in this role. We we scheduled for 30mins but ran to an hour which was no problem. Next, the VP of PM reached out to me on the Sr. PMs recommendation. That conversation was less about my background and more about the company itself, what I look for in a role, how I'd handle hypotheticals, and similar questions. It was laid back and lighthearted. He explained next steps and what I should expect. Lastly, I met with HR, which was my least enjoyable experience. She had me walk through my entire resume asking the same (or similar) questions I previously discussed. Then the time came to discuss salary (which was NOT posted on the JD). She asked about what my current pay was (which she can't do), followed up by what salary I am looking for. I spun it around on her and indicated how the JD has no range and I am flexible, and I'm curious on what range they have for the role. She then turned it back around on me, sidestepping the question. Once it was determined that the salary I was seeking was far past their range, I inquired about benefits, bonus structure, tuition reimbursement, starting bonus, etc; all were lackluster. You can read more about their benefits elsewhere. The interview ended on an odd note, as I had gone through ~2hrs of virtual interviews only NOW to learn that the range I was seeking was beyond what they could afford, and their benefits did not make up for the gap. After a few days of not hearing back, I reached out for a status update from another talent acquisition rep, as the next step would be a 4-5hr in-person panel interview (mind you, this was for a mid-level role, nothing senior). I was then greeted with a "no-reply" email saying I was not selected to move forward. Overall, IntraFi's interview process is backwards and will lead to confusion and disappointment from all involved parties unless they change it. List the salary range on your JDs, even if it's broad; it gives candidates an idea of what to expect. If HR is the deciding factor, maybe meet with them first, then the rest of the gang. It's weird getting two positive sign-offs from the folks I WOULD work with, only to get full-stopped by someone I WOULDN'T.