The limits of that reason are quite subjective, unfortunately. Within reason, it is acceptable for an employer to make requests of potential hires. While some things can be learned from a series of interviews, there are criteria that can be assessed only through work product. A new hire, especially for a senior position, is a significant investment of resources hiring the wrong person only increases that investment. This is a challenging problem because, as you note, employers do need to find ways of determining if a given candidate will be a good fit. Some employers will offer compensation for work product expected during the vetting process, but they are few and far between.

And there are employers out there who are exploitative, essentially demanding unpaid labor from job candidates and they get away with it because they can. It seems like the interviewing process is getting more and more convoluted in many industries. Having to jump through an excessive number of hoops to get a job can be incredibly frustrating. Is it OK for employers to demand so much of applicants? Is there any way I can challenge this dynamic? I understand that organizations need to evaluate what a candidate can offer, but this process is burdensome and feels inequitable as they request sophisticated work product on a short time frame without pay. Sometimes I get the feeling I’m doing free labor as I give them all my great ideas, hoping to be hired. Each organization has asked me to draft between 15-20 pages of original responses to screening questions, hypotheticals and to develop advocacy and legal strategies.

I’ve been a finalist for three different roles, each of which has had four rounds of interviews. I’ve been interviewing for senior jobs in the nonprofit sector. Include your name and location, or a request to remain anonymous.

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