At first, the process was standard. Initial HR screening and follow-up ZOOM with COO and CEO. The questions were standard as related to the job and straightforward. The follow-up and communication after the second interview were slow. They contacted the wrong number not listed on my resume and two emails of my follow-up were ignored so it appeared I was ghosted. I was contacted over 2 months later to confirm I was moving forward. A third interview in person with the same people I interviewed previously occurred with the same questions I was already asked, mid-day which made working my current job difficult. The fourth interview was a one-on-one with the CEO which was personable and enjoyable. The fifth interview was a panel interview where questions I had already asked more than once were asked again by board members. The 6th interview was a social event in the evening which consisted of round table introductions and speed-dating like interviewing and answering again, the same type of questions to new members of the board. This was to be the final interview (which, in total, spread over 5 months). There were board members who asked inappropriate interview questions from an HR standpoint. Pointing out where I lived location-wise and where I work, stating that I serve affluent families childcare and live in an affluent area, They asked how I think I could possibly relate to families in poverty. This is something I would never ask in such a way in an interview. Especially given my prior experience working with low-income families, it felt inappropriate to include where I live in a statement and make that assumption. That questions was additionally followed up with an inappropriate question to explain my hairstyle (dreadlocks), which was then followed by an inappropriate statement by a second board member about the process of dreadlocks. Being SHRM certified in HR, I found this something that could be reportable to the EEOC, however a grey area considering board members are not exactly direct employees of the company. Overall my experience with the executive team directly was extremely positive, albeit some lack of communication and time needed to invest in this long process thus resulting using multiple PTO days to accommodate repeat experiences. My experience with 75% of the board was positive but the negative experience with 25% made me rethink if I would want to work with a team that held assumptions such as these. I felt at one point I had to defend where I lived and indicate my past history growing up was not always as such. Ultimately I was declined the position after the final round, which I believe consisted of 2 people max. I had to wonder if where I lived and my race played a role in the final decision as I do feel I was a top candidate amongst the executive team.

The interview process took 2 months and gave no appearance of urgency, even though this position had been vacant 8 months. Interviews consisted of an initial screening call by the hiring manager followed by a Zoom interview by the hiring manager and COO. The 3rd and final round lasted 6 straight hours inclusive of a breakfast or dinner pre-meeting followed by rotation panel interviews in a board like setting. Interviewers consisted of executive leadership and the branch team. Several candidates were being interviewed at the same time. In the end, the YMCA decided not to fill the position.