After applying, it appears to be standard practice for them to request Loom videos from applicants. In the context of async comms, this makes sense. And while I appreciate feedback in the process, the feedback I was given was frustrating and unfair. Another reviewer here stated that they don't seem to realize that interviewing is a TWO WAY process and that was absolutely my experience. I would also say that this aligns with the complaint that older candidates are (quietly) discriminated against. First, I make amazing Loom videos and have been doing so for other companies and I know I do well with them. My prompt included about 15-20 points they expected to have covered in 3-4 minutes and I did that. Part of the feedback was that I should have covered particular points more than others. Well, if they'd bother to schedule time to speak to me, I could have addressed any questions they may have had. THAT IS HOW INTERVIEWS WORK. Insisting on this one-way process is condescending and disrespectful to the candidates. The more frustrating thing was feedback that they didn't think I had a particular skill and there was no basis for this assumption - AGAIN, if they had bothered to SPEAK TO ME this could have been addressed. So my main take away, from the experience and from the disingenuous and dishonest responses I see HERE ON GLASSDOOR ('feedback is so important to us, we will talk about the Loom process' from four months ago and yet the same process is in place) that they value their position of power in the interview process, their NEED to pass judgement on candidates without giving them an opportunity to participate in a conversation, they value this over the actual experiences of the candidate. I can therefore assume that communications within the company are abysmal and this is no doubt a wretched place to work. Full of corporate politics, deliberate misunderstandings, and all from a place of condescending incompetence. Everyday Speech for THEM but never for YOU.