There was a 30 minute phone screen with the Hiring Manager. It was succinct and touched on high level details, very appropriate. A Coding Test followed. This was a great test because the content was relevant to the company and at the same time easily solvable by a candidate that has experience. The last step was a lengthy in-person interview, scheduled for two and a half hours (it was actually closer to 4). Booj provided the schedule up-front, intent on meeting the whole team, up to and including, the two owners. This is where the wheels fell off. The last two groups, another manager and both owners, basically blew it off. The hiring manager finished out their portion of the interview and did his best to smooth over that awkwardness. When it was all said and done, it seemed the criteria for the ideal candidate was not consistent inside the organization and so a senior level offer turned into a junior to mid-level offer. The reason for the adjustment is indicative of a team that has very little experience hiring solid engineers. The adjustment in general strikes me as a poor management style/tactic. It would have been better to simply say "We are looking for a Senior level person like X and you don't quite fit the criteria" as opposed to making the offer at a lower level, which creates a whole host of questions about the orgs original intentions. Again, the hiring manager did what he could with this and was professional and courteous. In the end, the hiring manager was the person that convinced me to look beyond the negative GlassDoor reviews and pursue to role. All the team members were friendly and knowledgeable. The environment was relaxed and comfortable. Booj is clearly experiencing some growing pains and It's not clear that they are prepared to do what's necessary to move the needle. Time will tell and I wish them the very best of luck.