Content Policy

What we publish

Every experience published on HireLogs is sourced through a direct conversation with someone who participated in the interview. Published experiences cover:

• –First-hand accounts of interviews the person personally participated in, as a candidate or an interviewer
• –Descriptions of the process: number of rounds, format, approximate duration, and the type of questions asked
• –How the candidate approached each problem, including where they got stuck and how they recovered
• –Honest self-assessments of performance, including mistakes and preparation gaps
• –Observations about a company's interview culture, values, and evaluation bar — drawn from the person's direct experience
• –Practical preparation advice based on what the candidate learned from going through the process

What we do not publish

The following will not appear in any published experience:

• –The name, identity, or any identifying detail of any interviewer — this is our most important rule and has no exceptions
• –Exact interview questions reproduced verbatim, particularly for companies that treat questions as confidential intellectual property
• –Any content that violates a confidentiality or non-disclosure agreement you have signed — if you are unsure, do not submit
• –Content that identifies a specific hiring decision for a specific named individual other than yourself
• –Fabricated or embellished accounts — every detail must reflect what actually happened in the conversation
• –Defamatory statements, personal attacks, or content that could harm a specific individual's reputation
• –Content submitted on behalf of another person without their explicit consent
• –Promotional content, recruiter pitches, or any material with a commercial motive

How we verify

Every experience on HireLogs is sourced through a direct conversation. Our team reaches out — via cold email or LinkedIn — to candidates who have recently gone through the process. Before we publish, we confirm the person we spoke to genuinely participated in the interview. We do this through one or more of the following:

• 1.Reviewing an offer letter or rejection email from the company
• 2.Confirming a work email or LinkedIn profile showing the relevant role or interview activity
• 3.Cross-referencing details from the conversation against publicly known information about the company's process
• 4.Corroboration from a current employee familiar with the candidate's experience

Verification confirms participation. The truthfulness of every specific detail ultimately rests on the person we spoke to. We take reasonable steps to detect inconsistencies, but we cannot guarantee the accuracy of every claim — which is why we include a disclaimer on all published experiences.

Anonymity

Every person we speak to is identified on the site only by a pseudonymous handle — never by their real name. We do not display, sell, or share the identity of anyone we have spoken to with any third party, including the companies whose interview processes appear on this site.

Any verification documents shared with us are stored for a maximum of 90 days after publication, after which they are permanently deleted. We retain only the fact that verification occurred and the type used. We cannot and will not disclose someone's identity to any company, even under informal pressure.

If we receive a valid legal order requiring disclosure, we will notify the relevant person before complying, to the extent permitted by law, and will provide an opportunity to seek legal advice or challenge the order.

Takedown & withdrawal

Contributors retain the right to request removal of their own experience at any time, for any reason, with no explanation required. Send a removal request from the email address associated with your account to admin@hirelogs.com and we will unpublish the experience within 48 hours.

Companies that believe a specific experience contains inaccurate information, proprietary question content, or a policy violation may contact us at the same address. We review all company requests on their merits. We will not remove accurate, legally permissible experiences simply because a company finds them unflattering.

We do not accept legal threats as a substitute for substantive takedown requests. If you believe you have a legitimate legal claim, please engage qualified legal counsel who can correspond with us properly.

Disclaimer

The experiences published on HireLogs are the personal accounts of individual contributors and do not represent the official positions, policies, or practices of any company, employer, or institution. Interview processes change frequently; an experience from six months ago may not reflect current practice. HireLogs makes no warranty, express or implied, regarding the accuracy, completeness, or fitness for purpose of any content on this site.

Use of HireLogs content for interview preparation is entirely at your own risk. HireLogs is not liable for outcomes — including failed interviews, rejected offers, or employment decisions — arising from reliance on content published here.