TBH, I'm not sure how this review actually made it past Glassdoor's filters because I think it violates a couple of their community guidelines (e.g., Take the High Road, Help Others, etc.). While I should probably write a diplomatic response to this review, I’ve decided against it. First off, I know who wrote this (he interviewed in June ... not May)--and I warned him that our interviews are really tough (we average about a 15% pass-through rate for engineering on-sites). I also told him that if things didn't go well, our engineers may decide to short circuit the rest of his interview too (to save everyone time). He knew all of this ahead of time, and said he was okay with it. Unfortunately, he did very poorly in the first technical session, so our engineers decided to cancel the rest of his scheduled interview. One of our engineers shared some feedback with him right then and remembers him being very gracious when being given the bad news. I followed up with him as well, and he was also very pleasant with me. Beyond Glassdoor assuring me that this review is perfectly acceptable with them, what's even more frustrating is the fact that this person chose to leave an emotionally-charged, venomous review of us here--while acting so nicely with all of us. And I also take personal offense to his jabs at my integrity too ... like I'm some sort of shill. Good grief … Anyway, if you're wondering whether or not you should give this person's excoriating review of us any credence, Glassdoor seems to think you should. I guess it’s packed with lots of beneficial insights that you should take quite seriously. Speaking of which, I have a question for Glassdoor’s content reviewers: You know why we keep hiring so many "fast food restaurant people" from employers like Google, Amazon, etc.? Because they all want to work for a start-up at peta-”bite” scale … Side bar (on a more serious note): Since this candidate interviewed with us last summer, we have changed up how we schedule interviews for candidates: we normally split them up into two rounds, so it’s not as painful for someone—if we end the interviews early (which was based on some of the more civil feedback we’ve gotten from other candidates). We’re not perfect, and we make mistakes. But we do care (a lot), and we always strive to make improvements when we can. I’m not going to apologize for the fact that we have an exceptionally high bar, which means we’re going to have some really tough interviews. And not a lot of people are going to make it through this gauntlet. But the ones who do invariably want to join our team. I spend time prepping every single candidate on the level of this challenge, and I also give them the opportunity to hear the verbatim evaluations our engineers gave them in their interviews with us. This candidate was no exception. Unfortunately, he chose not to get ask for any specific feedback from me (I would have gladly shared it with him). Instead he chose to play the victim and attack us here, which is a shame. John Delaney Recruiting Manager, TellApart johnd@tellapart.com