The interview process for this position involves a multi-faceted approach, designed to thoroughly assess candidates' qualifications and fit for the role. It encompasses both in-person and video interview stages, ensuring comprehensive evaluation and engagement with key stakeholders. In the initial phase, candidates will participate in panel interviews conducted in person, providing an opportunity for face-to-face interaction with a diverse group of professionals. These panels typically consist of two sessions, each comprising 4-5 individuals representing various departments and hierarchical levels within the organization. Among the panel members are seasoned developers, experienced managers, and senior-level product team members, collectively bringing a range of perspectives and expertise to the evaluation process.

A recruiter contacted me about a PM position. I met w/ the recruiter and we determined to move forward. First IV was a panel with other four other PMs and the VP, who would be the boss. Excellent IV with laid back, but professional questions. Excellent impressions and fit. Called back for Round 2! Second IV was a mock PM meeting which I was to host. After preparing a presentation based on assigned homework the mock meeting went quite well. Each of the five folks played a different role offering different challenges. Again, excellent impressions and I thought I knocked it out of the park. Called back for Round 3! At this point I was extremely impressed w/ Pinnacol. The folks are top-notch, the culture is laid back and very supportive and everyone emphasized the cultural of integrity, authenticity and team support. Just my style. I want to build a career here! 3rd IV: The recruiters described this final IV as a meet-and-greet but I should wear the power suite anyway and just be relaxed. Well, this was actually a panel IV with three department heads, one PM and the CIO. The CIO was late to the meeting and the three department heads immediately started peppering me w/ rapid fire questions that were quite hypothetical in nature ("What are your quirks?") and didn't reflect the culture of the company at all. In fact, one person stated that these "problems" or "scenarios" didn't exist at Pinnacol. Then the CIO arrives and starts doing the same thing. He's badgering me about being too formal and inauthentic. Huh? Then he asks me what I do when I get mad. I tell him that I don't get mad and instead focus on resolving conflicts with strong communications, etc. He keeps pushing and asks me to roll play and "get mad". What the hell? Well, I don't get mad and he's still pushing away. I ask one of the department heads a question and he flat out lies to me. Again, what's going on? The PM who escorts me down after the IV tells me about her experience when she went through this final IV, so clearly this is a predetermined strategy at Pinnacol. I'm still at a loss as to what they where trying to accomplish with this sort of "ambush interview", but it doesn't reflect positively on the authenticity of the company. My take away is that all the previous impressions they got from interviews 1 & 2 didn't matter. Each IV is a standalone and the CIO--who set the tone for this IV--focuses on his gut-feel about the cultural fit of a candidate. But putting a candidate through what appears to be the exact opposite of the actual culture and trying to push them into areas of discomfort is extremely odd. I've never had an interview like this. Perhaps I should have been inauthentic like the folks in this IV. I reached out to one of the PMs and the hiring VP via LinkedIn asking for a quick chat to recap the interview process and neither responded. This also seemed odd and unprofessional. Could this whole thing have been a setup to a reality TV program. ;) I'm disappointed and perplexed but, in hind-site, this'll be for the best.