From a senior recruiter perspective, this recruitment process was awful and there were many red flags from the beginning. The recruiter who reached out to me was pretty lovely and very communicative, however the moment I mentioned having a toddler, she stressed that this role required working after hours - this felt pretty discriminatory and also did not make this role appealing at all. While working additional hours as needed should go without say, emphasizing this is the normal for Charlie Health was a huge turn-off. If you're good at your job, you shouldn't have to work consistently after hours and some sort of work/life balance is important to most people - even in a hyper growth mode, demanding position. It's 2025. Then it became clear why after-hours was emphasized so much - the expectations/KPIs for these TA positions seem completely unattainable (more on that later). 2nd step in the interview process after recruiter screen was a Raven Assessment (google it). While I did pass this test, I felt it was ridiculous to choose this assessment for candidates - feels completely irrelevant in assessing a candidate's ability to succeed in a role and knowing I'd have to provide this assessment to other candidates should I join the company was a red flag. I need to believe in the hiring process at the company I work for and this assessment choice was a joke. Worst part of the interview process was the hiring manager interview. Always a red flag in HR/talent acquisition when you're reporting into a non-HR/TA person plus interview was only 30 minutes (for a hiring manager interview, really?) and was an unproductive use of time. The hiring manager was more worried about why I majored in English and started a TA career and why I left every single organization, questioning lay-offs, etc. (read the room....post pandemic in this job market, lay-offs have been constant within recruiting). He also asked about my KPIs/the interview process at my first company (dating back to 2011). He said every recruiter is hiring 80 people a month and reaching out to 400-500 candidates a week, yet explained how difficult/saturated the clinical talent market is - so how is the team meeting these KPIs today? He didn't address that. I left that interview not wanting to work for him or Charlie Health and I believe I dodged a bullet. Invest in HR/TA leadership to manage these teams, not business operations people with investment backgrounds who are not asking the right questions in interviews. I never leave Glassdoor reviews, but had to for this experience.