Initial Contact & HR Screening The recruitment process began some weeks after being referred internally. The HR screening call was notably professional and personalized, with the recruiter demonstrating active listening and providing transparent insights about the role, internal expectations and challenges. The structured approach of revealing subsequent steps only after passing initial stages was clear and well-organized. Interview Structure & Format - All interviews followed the STAR methodology and were conducted via Zoom - Process included a detailed 1-hour discussion with the hiring manager - Three additional interviews with key stakeholders to assess skills and cultural fit - Interview scheduling and communication were efficiently managed Positive Aspects - Swift progression between interview stages - Professional and engaged HR screening - Clear communication throughout the process - Efficient scheduling and coordination Areas for Improvement 1. Reference Check Communication There was an unexpected reference check conducted without prior notification. While the procedure itself wasn't problematic, advance notice would have been appreciated. 2. Team Perspective The interviewing team, while experienced with several years at Mirakl, showed some resistance to external perspectives. This created an interesting paradox - they explicitly acknowledged needing fresh expertise in certain areas, yet seemed anchored to their existing approach and strategies. Additional Observation The fully remote interview process, while efficient, could have benefited from at least one in-person meeting to better assess team dynamics and workplace culture. Conclusion After all the steps I reached out to the recruiter asking for news on the decision. I received a phone call a couple days after saying that they had decided to go with another candidate. The feedback wasn’t precise or enough on the exact areas or skills I was lacking for the role given the amount of time, energy I had put into the process.