~ Onboarding Process ~ The first red flag was when the offer letter was delivered with no mention, verbal or written, of the employment agreement. These documents should be given as one package so that prospective employees can review the full terms of employment. This is industry standard and also the law. When the employment agreement was finally delivered 9 days later, there were 2 more major red flags in the agreement clauses. Contrary to what Lightspeed might claim, it is not standard to include broad non-compete clauses for regular (not C-level) employees, because in Canada this clause is almost always unenforceable. And it is very unusual to include an indemnity clause. After doing some research into why Lightspeed might have these clauses, I found Lightspeed's past (unsuccessful) lawsuit against their own former employee. It was apparent that the company is not who they claim to be. ~ Advice to Potential Applicants ~ Contracts are boring, and lots of people don't read them. Labour law can also be quite boring, and most people are not aware of what they are entitled to. If you get an offer from Lightspeed, make sure that your offer letter, employment agreement, and NDA are given to you *together* so that you can have time to review and make a good decision. If you have doubts about what a standard contract looks like, don't be shy to reach out on LinkedIn etc to people who work at other companies. Ask them if their contracts have a non-compete or an indemnity clause. Ask them if their company has brought lawsuits against their own employees. Then make an informed decision as to whether Lightspeed is the kind of company you want to be a part of. ~ Advice to Management ~ The tech world is small, and good talent is hard to come by. Unlike some of Lightspeed's competitors, which are able to attract talent from established and successful companies, Lightspeed has extremely few employees recruited from Fortune 500 companies, FANG, etc. Take a look at your processes and think about why people coming from large successful tech companies might be avoiding your company.

1. HR Screening 2. Design Challenge 3. Interview with the results of 3 (director&designer) 4. Interview (senior director) 5. Feedback call with HR 6. Additional Interview - (senior project manager&designer) 7. Verbal offer from HR