My experience with Angi's interview…
My experience with Angi's interview process was one of the most disappointing I've had in nearly 25 years of corporate leadership. The process lasted nearly eight weeks and required a significant investment of time, including multiple interviews, executive conversations, a detailed case study with a large supporting data set, a 15-slide strategic presentation, a formal panel interview, and several follow-up discussions. I initially withdrew because the compensation did not align with the scope of the role. I was later contacted by recruiting and informed, in writing, that approval had been obtained for a higher compensation range. Based on that communication, I agreed to re-enter the process. After completing the most demanding portions of the interview process, I was then informed that the maximum salary for the role was actually below the minimum of the compensation range that had convinced me to return. The process also included a recruiter handoff during a critical stage of preparation, repeated communication delays, missed update commitments, and last-minute interview changes. At one point, after both recruiters stopped responding, I had to contact the hiring manager directly just to receive a status update. My frustration isn't that I wasn't selected. Companies should hire the candidate they believe is the best fit. My frustration is that candidates should not be asked to invest this level of time and unpaid work when the company is not internally aligned on compensation, interview sequencing, and communication. If you're interviewing with Angi, I would strongly encourage you to confirm compensation, understand every interview step, and ask exactly when you'll meet the hiring manager before committing significant time to case studies or presentations.