Talked to multiple people from a phone screen to interviews. Had both behavioral and planning aspects to the interviews. Planning philosophy was a main focus point of the interviews, especially as we got deeper in the process.

I went through a multi-round interview process that included recruiter conversations, senior leadership interviews, and a detailed case study presentation. The people I spoke with were professional, thoughtful, and clearly cared about client experience, particularly within the physician niche. That said, the process was long (two months) and required a significant time investment, including preparing a comprehensive case study. After advancing to the final round with C-suite leaders, I was ultimately told the firm couldn’t make a clear business case for hiring the role at this time. Even the recruiter acknowledged the reasoning was somewhat unclear. What Went Well: - The interviewers were smart, engaged, and respectful - Conversations around client experience and planning philosophy were thoughtful - The firm appears genuinely mission-driven What Could Be Improved: - Greater clarity upfront around headcount needs and how the role fits into the business would help candidates assess alignment earlier - If a case study is required, it may be helpful to ensure the role is fully funded and defined before asking candidates to invest that level of effort. Paying candidates for their time should be strongly considered. - More specific feedback at the end of the process would be appreciated, especially after reaching final rounds Overall: This was a positive but ultimately frustrating experience due to the lack of clarity around the hiring decision after a significant time commitment. I would encourage the firm to tighten role definition earlier in the process to avoid putting candidates through extensive final rounds when headcount decisions are still unsettled.