Position: Sr. Airtable Implementation Specialist Application date: 09/11/2025 Final outcome: Closed by Employer on 10/06/2025 (panel canceled the day before) Stage reached: Post–Hiring Manager screen; panel scheduled Overall experience: Negative (late-stage cancellation); Difficulty: N/A for panel Milestones & logistics • 09/11: Applied via careers site • 09/13: Networking outreach (Gregory) • Recruiter engagement: Kellie initially; then Annemarie (lead/tech recruiter) • 09/22: 1st-round with Hiring Manager (Boba). Discussion centered on Airtable at scale, governance, and integrations with downstream SaaS. • 09/25–10/06: Multiple follow-ups; recruiter affirmed HM wanted a team panel but hadn’t finalized interviewers due to competing priorities. • 10/07 panel: Three interviews were scheduled (Kay coordinating); a minor time tweak was communicated and accepted. • 10/06 (4:18pm PT): Panel canceled and role closed by employer due to shifting priorities. Assessment (candidate perspective) • The recruiting partners were professional and responsive, but the process stalled on the hiring manager side. • The late closure (day before a confirmed panel) created unnecessary churn—significant prep time, calendar blocks, and personal logistics were already invested. • This looked like a headcount/priorities change rather than candidate fit; however, earlier transparency would have prevented wasted effort. Blockers/risks observed • Manager bandwidth/ownership for panel lineup and confirmations • Headcount/priority shift late in process • Communication gaps between hiring and recruiting → last-minute cancellation Advice to eBay • If headcount is under review or a manager is newly ramping, pause scheduling and note it explicitly to candidates. • Set a firm internal SLA for panel confirmation (e.g., names locked 3–5 business days before invites). • Close the loop earlier when priorities change; candidates plan around confirmed panels.