Interviewing at Axon challenged my sense of what a respectful candidate experience should look like. I interviewed for a Sr Customer Success Manager role, and the process took about 2.5 months from start to finish. I made it to the final round. There were red flags, and I chose to stay in the process because the company and role seemed compelling + exciting. One consistent issue was timeliness. Every interviewer I met with was late. On its own, that might seem minor, but it happened every round. The biggest red flag for me was the presentation panel. Anyone who has done a panel presentation knows how much time goes into preparing for it. Oh god, the prep! You are expected to treat it like a real customer call, which means reading the room, responding to energy + body language, and adapting in the moment. In my case, two of the three panelists were traveling (off cam, poor reception) during the interview. It made the exercise feel far less authentic and much harder to navigate in the way it was intended. It was disrespectful. I was surprised to move forward after that round. In the final interview, the leader I met with was also late and seemed underprepared. They did not appear to know who I had already met with or have much context on the role. The conversation stayed at a generic level and felt disengaged. The rejection then came from a different recruiter with a standard message, which made the entire experience feel even more impersonal after such a long process. My takeaway is that Axon may be an exciting org, but the interview process felt disorganized and at times disrespectful of candidate time and effort. I would go in with eyes open, especially if you are interviewing with the CS org. Good luck.

Very disappointed in this interview process. Both the recruiter and the first interviewer used the time to ask a number of questions about my current workflow, tools, and day-to-day operations as a means to mimic for their own operations. It never seemed like they had intent to hire for the role, but instead use the time see what processes they could add to an infancy-stage CS organization. Communication at the end of the process was thoughtless and generic. All this for a job that the recruiter reached out to me about, first.