Don't waste your time with Antler. Basically, they recruit two types of people: a) MBA, good-looking guys with commercial expertise b) Programmers or tech people in general from poor countries that will build a website, an app or a service for the other guys in exchange for a CTO title that looks good on a resumé and of course a very little salary. They don't say this way, but behind the curtains, they run a match-making process between the a) types and the b) types. If you are a technologist with ideas of your own, I do not recommend joining this program. Your ideas will not be welcomed or even considered. All the a's will care about is if you are a graduate from a top-notch university, have worked at a Fortune 500 company, your IQ etc. It's a funny process... All the Antler managers are former McKinsey, MBA people, and that permeates the culture and decision making. Very few of them have any experience at all in technology. It is a good model for building a portfolio of investment companies or rolling out low-risk experiments but individually, as a technologist, you will not find an interesting culture. There was absolutely no discussion around technology during the interview, it was all a match-making game between the a's and the b's.

pre-record videos on a third party platform. Interview is aimed for flexibility, but when you click on the links they expire within 3 days. Unconfident in the platforms ability to track what is being said. No chance to hear playback of how you come across. These inhuman processes are a chance for scaling an interview process. I get the attractiveness to cut corners as a business. These are clearly recorded for playback for someone else to view later and graded by software (they use Screenify). If your automating the process- what excuses do you have for not automating the feedback to candidates? As a company who is building the next generation of founders- a core part of this role is human interaction- why would your interview process not reflect this?