I was referred to the organization for the CSM role by a colleague who was already part of the team. The initial conversation was with Mansi from the HR team, where we discussed basic details such as salary expectations and notice period. I clearly stated that my notice period was 60 days, but I was open to negotiation. I was assured that this would not be an issue. The first round of interviews was with Pranav, a high-performing CSM within the company. After this round, there was a delay of about a week before I heard back from HR. I was then informed that the organization believed I would be a better fit for the Senior CSM role—although they were not actively hiring for it at that time. They requested additional time to consider how to proceed. Another week passed before they confirmed they would move forward with my application. The second round was with the VP of Revenue, Harsh. After that, there was yet another week-long delay as HR deliberated whether a presentation round was necessary for the Senior CSM role. Eventually, I was asked to present, with both Pranav and Harsh in attendance. Following the presentation, I had to follow up multiple times. Mansi from HR eventually got back to me, stating that they were still in internal discussions. She raised questions again about my notice period—despite this being clearly communicated from the outset. I reiterated that, during the notice period, I could contribute 2–4 hours daily to support the transition and onboarding. After further delays and a lack of clear communication, I was finally informed that the company was looking for an immediate hire. This entire experience left me quite disappointed. I had been transparent about my availability from the beginning, and yet significant time was spent on multiple interview rounds only to be told that my notice period was a disqualifying factor. Ironically, the organization itself enforces a 60-day notice period, yet showed little regard for similar policies at other companies—or for the time and effort candidates invest in their process. In hindsight, the experience felt disorganized and unprofessional. It also gave the impression of internal resistance to hiring someone at a senior level—possibly due to team dynamics or insecurities. Regardless, the process could have been handled with far more clarity and respect.