MOIA presents itself as an "equal opportunity employer" that hires for "culture add." In practice, the company prioritizes similarity and convenience, creating a monoculture. Interviews are conducted by employees who assess a candidates "fit" primarily through the lens of their own biases during an unnatural 50-minute session. This automatically excludes candidates with different communication styles, appearances, social circles, age groups, neurodivergence, and personalities.
Despite being highly qualified, I received a "team fit" rejection. The reposting and promotion of the role suggest no candidate met the criteria under this process. Having reviewed multiple design portfolios of current and former employees, I find it hard to respect this decision. It raises questions about the value of upskilling when career advancement depends more on vibes and befriending the "right people" than on actual skills, talent, and experience.
Vibe-based hiring reduces diversity of thought and experience, limits innovation, and primarily serves the comfort and status protection of decision-makers rather than the long-term interests of the company. Gatekeeping jobs from qualified candidates, particularly in the current economic environment? Absolutely out of touch.
