I had a mixed experience interviewing for a Manager, GTM Enablement role. While the recruiter was communicative at times, and the role itself seemed interesting, the overall process felt disjointed and lacked consideration for the candidate experience. After submitting detailed written responses in lieu of an initial screen, I was asked to prepare a presentation as part of the first formal interview. The interview was scheduled for the next business day, despite sending a follow up to check back in on timing the week prior. This made it difficult to prepare thoughtfully, especially for a role where strategic thinking and quality of work are important. While I understand teams are often moving quickly, the combination of limited notice and preparation expectations made the process feel misaligned and difficult to engage with effectively. Advice to Recruiting and Hiring Teams--> Be mindful of candidate experience, especially for mid and senior roles. Providing reasonable notice for interviews, particularly those requiring preparation, and aligning on availability upfront would go a long way in creating a more positive and professional process. It’s also important to recognize that candidates are balancing existing roles, responsibilities, and personal commitments. When processes don’t account for this, particularly with short notice and high preparation expectations, it can come across as a lack of consideration that ultimately reflects on the company’s culture.