Of the companies I’ve interviewed at, the experience at Dyson has been the poorest. Had a call with HR for a senior role which ended with not being able to meet remuneration expectations. Understandable and we mutually agreed it would be difficult to make it work. Engagement ends. Two weeks later, they reached out to ask if I was still interested as the budget had been bumped up. Began interviewing for the role, made it past the first round, great feedback, and was informed about arrangements for the second round. Two days later HR comes back to say the role was no longer available. It was odd but figured these things happen. Again I would have been perfectly fine if the engagement ended here. HR goes onto offer another senior role conditioned on having to restart the interview process. Restarted the process, pass the first round, great feedback again, got onto the second which had been scheduled. Hours before the second interview, HR calls to share the level of seniority in role will be dropped due to budget constraints and organisation needs. And with that in mind, will be unable to offer the role at a seniority to match, and so will have to cancel the interview. I was quite stumped considering all this occured over two days again! To the organisation, it is understandable that roles and requirements change but over the course on 2-3 days screams indecision, a lack of foresight and planning, and overall, a lack of seriousness in hiring. To reason that this is how things work at Dyson is weak corporate talk. There is some level of certainty in roles that are required. Only start the interview process if you’re serious about hiring, it is the least you could do. Recognise candidates invest quite a bit in the hiring journey and treat them that way. It’s okay if an engagement ends because of poor fit but it’s not okay to change things on a whim. To candidates, check they are serious about hiring. I spent 4 weeks through the process with mixed messaging on the roles offered, levels of seniority, and budget changes.