TLDR: Great people, but the interview process needs serious rethinking! Let me preface this - I enjoyed the people at PDQ and it seems like it'd be a great place to work. That said, the interview process was one of the most frustrating experiences I’ve had. It spanned six weeks, FIVE rounds, and eight different interviewers—for an associate-level role. R1 - phone screen R2 - hiring manager R3 - take-home case presentation (5+ hours of work) R4 - separate panels with three different leadership members R5 - C-suite interview Here's what's wrong with it. All interviewers ask the same questions over and over again and "take notes" making you feel like you need to come up with new stories for EIGHT different people. I mean, how many times can you answer "tell me about a time when you showed leadership"? I invested probably 20+ hours into the interview process, and politely told PDQ I had a competing offer (I had already done THREE rounds of interviews with the hiring manager). They essentially forced my hand into rejecting that offer saying "we aren't comfortable yet". For context, one of my competing offers was 2x the comp of PDQ and interviews spanned one round. PDQ claims to be "fast moving" (as evidenced by them asking me six times to tell them about a time when I was fast moving), but took me on a long 6-week process only to tell me they didn't like my experience. My advice to PDQ: 1. Assign interviewers specific focus areas to avoid redundancy and candidate confusion. 2. Screen for experience fit earlier—don’t let someone get to round 5+ before deciding their background isn't a match. 3. Streamline the process. Six weeks is a long time for a junior role, especially for candidates who are also navigating other offers. PDQ has a lot of promise—but the candidate experience needs to catch up to the quality of the people working there.