Mental health startup put candidates through emotional interviews instead of technical assessments. An engineer described a 90-minute "culture fit" conversation where they were asked about personal trauma and life challenges before any technical evaluation occurred. The interview left the candidate feeling emotionally drained and rejected without ever demonstrating their professional capabilities.

The process included questions about the candidate's "hardest day of life" and biggest life challenges. The interviewer shared little personal information while expecting deep personal revelations. The engineer felt pressured to discuss failed relationships and family struggles, believing they were in a "safe space" that turned out to be misleading. The rejection email came 24 hours later with no explanation.

Interview practices at early-stage companies need boundaries. Founders should evaluate cultural fit without forcing personal information. Technical skills remain primary qualifications. Engineering interview processes should respect professional boundaries rather than treating candidates as therapy subjects.