Yonder interview questions

Pulling an offer is a really big deal. But this company did it casually and for dysfunctional reasons. I was extended an offer for Product Director. Throughout the interview process, I was transparent about my location in Canada. That information was reiterated during the verbal offer. I received a written offer after reiterating my location. They then pulled the offer saying I hadn't told them that I lived in Canada. We had gone through 6 rounds of interviews, with multiple meetings at some rounds. If there was confusion around where I lived (or they forgot), they should have asked. This is basic due diligence on their part that they failed to do and then blamed me. Worse than that, I am extremely open to moving to and working out of the United States. However, we weren't able to have that discussion because instead of asking any questions, or having any conversations, they continued down their path of 1 directional communication telling me I have to have intention to reside in the US indefinitely. That's not a problem on my part. They decided it was. This situation and experience signals deep dysfunction in the organization for the following reasons: 1. They don't communicate. They simply don't. They make decisions in a black box on ideas that they come up with that have no basis on reality. This is a scary prospect for someone who is trying to manage a product strategy and execute against it. 2. They clearly don't care about people. AT ALL. I went through a grueling interview process over 2 months with them, and had informed other companies I had been interviewing with that I had an offer I was moving forward with. I lost all the work I had put in for over 2 months, not just with this company, but with ALL the companies I had been meeting with. A company with any humanity would have worked to discuss timelines for relocating and given me clear requirements for employment against which to work. When Yonder says they had to let a lot of people go, I now question if this was really a necessity, or just something they came up with and didn't give a thought about what it would do to their employees' lives. 3. The senior leadership team gets overwhelmed by simple problems and doesn't make efforts to resolve them. Additionally, they have a no negotiation policy to protect women and other poor negotiators from getting below average compensation, which they didn't mention until delivering the offer. It is my theory that this no negotiation policy has a negative impact on communication across the board. Also, I found it quite offensive to listen to a speech about how women are bad at negotiation. Women can certainly learn how to negotiate well, but not if they are actively discouraged from doing so by their employer.

Applied online and was contacted a day later via email by their talent acquisition specialist, Emmy asking for interview availability. The initial interview was over the phone and quick and to the point. Emmy answered all my questions and I feel like she got a good grasp on my experience and skill set.