Pros: all the people I had contact with were professional, sincere and genuine. this was the primary reason joining this organization was an attractive option for me. Cons: 1. very long and lengthy interview process. In my case there was not an open position when I was interviewed therefore the process took over 3 months to find out I was not selected for a role. However, the only feedback provided was a perception of lack of excitement. It is hard to remain excited for a role if it takes too long or has numerous steps. Additionally, evening interviews can add to that component as well. 2. there appear to be some disconnects between the recruitment team and hiring managers in terms of setting expectations for role, whether interview is video or phone call and other minor details which all contribute to candidate experience and quality of interview for both sides 3. while it is admirable the company is trying to create a bench with qualified candidates proactively, the timing should be a little more reasonable to keep people interested and excited 4. there are many steps to the interview process particularly interviews with multiple managers. this creates confusion and a bit of redundancy for candidates 5. nobody likes role plays but most of us understand the value they serve in sales settings. however remote role plays when you're interviewing with people you don't know are very clunky and do not set up anyone for success. it's like having a guest at your house and not speaking to them. not a great first impression. Role plays are better in person or have someone present on a different subject to gauge their presentation skills. Overall, Glassdoor seems to really care about their people and is doing their best to find the right talent. Perhaps if the leadership team would re-evaluate the interview process to eliminate some redundancies (perhaps reduce interviewing with 4 managers to 2, if you're going to have people do a role play fly them in to do it or change from role play to a different type of presentation) and disjointedness in the process, it would possibly improve the candidate experience and employer brand for the company.