External recruiter screening followed by hiring manager interview which was promisingly candid revealing opposite culture in EMEA to USA which was refreshing. This was quickly followed up with a panel interview 30 minutes with an EMEA solutions engineer to discuss 'Working with SE' who again was candid and a fantastic 45 minute discussion. Next was an ambiguous and disingenuous 30 minutes with two USA BD & Enablement to discuss 'Cross-collaboration' which I led with content I had prepared to discuss ways of working. One of the two interviewers was stronger than the other who couldn't get a word in over their colleague. Subsequently, this went against me for not being a cultural fit because I led the interview. I followed up with emails and inMails Thanking everyone offering an offline additional 30 minutes if they wanted to get to know me because of the 'miscommunication' for lack of time in the interviews which nobody replied and a follow up to Chief Revenue Officer who didn't bother replying either. Post-interview feedback was generic from USA based internal recruiter. External recruiter in EMEA was honest enough to tell me my feedback was known to Nylas and that 30 minutes was not long enough for two interviewers to interview one candidate and that Nylas not getting that in EMEA, an interview is a two way process. Overall, company is quite immature in its hiring practices in EMEA and hiring manager whether through inexperience/immaturity or ego could have done more to prepare me/future candidates for the panel interview topics; who would be in the panel and what they were looking for given that I had come prepared for the interviews with food for thought. Red flag - would be that previous candidates have shared that topics are ambigous at panel interview and it is not enough time to interview each other in EMEA but Nylas know this and havent changed their hiring practices in EMEA for cross-cultural consideration. Red flag - would be they haven't invested in demo labs for their products and use customer environments which is a bit cheeky given they have taken on so much money from investors. Red flag - would be that the art of possible is so wide that a challenge they have is qualifying opportunities and don't really follow MEDDPICC which is another sign of immature salesforce/inexperienced middle management. Red flag - would be that EMEA management dont trust people working remotely and would prefer people to be in the office which is a stark contrast to the culture and values picture that Nylas paints in the USA. Red flag - would be no season ticket loan for the expected commute to offices in EMEA.