Received interview call for QA Analyst: Database and ETL Testing from recruiter situated in mumbai. I confirmed two times it is for ETL/Database testing or some other type of QA. HR said it's for Database/ETL Testing. Interview scheduled for 16th April saturday at 9.30 am. I was among first 5 candidates who reached there, we were asked to go to 5th floor, there HR coordinators asked for our resume, i asked again that i can see on 5th floor only QA-Automation interview is written but i am ETL/Database Tester. Coordinators said Yes Database/ETL is also here. Then we waited for 15 minutes and another coordinator escorted us to conf room where we asked to give written test they distributed question paper . question paper had 5 sections- UFT/QTP, Manual testing, Selenium, Logical reasoning and SQL. I asked again i am here for ETL testing not Automation testing, they said you attempt only your specific area and we will check answers based on your skills set. i appeared for written though. After waiting for 3 and half hours , they came and said i cleared the written test please proceed for interview. I was escorted to interview room were my resume was handed over to some one, interviewer saw my resume and asked you know Selenium , i said no i am ETL tester. Interviewer asked HR coordinator to give my resume to someone else. My resume was then with another interviewer , and i was called for the interview where they asked only two questions describe yourself and why you want to change, and i was asked to leave for the day. I then headed to cafeteria where i met 3 people who were also for ETL testing and the same happened with them. Later they said they are looking for QA-Automation testing not the ETL/Database Testing. I mean what the heck is this, after asking multiple times starting from when the interview was being scheduled to the time we cleared written you were like yes yes.... Then after 5-6 hours of this heck i left the place. Will never come back.. Only suggestion i have to HR's of JPMC is scrutinize the profile of candidate what technology they are of, have a discussion with them before scheduling interview and understand headcounts at the day of interview is not the game but getting proper talent to organization is the game.