The recruitment process began positively, with the HR team being proactive in scheduling interviews and following up frequently. Unfortunately, the experience deteriorated significantly as the process progressed.
One of the biggest concerns was the complete lack of transparency regarding the interview process. Candidates are not informed beforehand about the interview structure, the number of rounds, or the expected duration. I had planned my day based on the information shared, only to find that the process was much longer than communicated. After spending nearly two hours in interviews, I had to spend more time there since additional discussions were still expected. If a company expects candidates to spend half a working day at their office, this should be communicated clearly in advance so candidates can plan accordingly.
The final F2F interview was particularly disappointing. One of the senior interviewers, Rini Tejasvi, came across as rude, dismissive, and unnecessarily confrontational throughout the discussion. Instead of creating an environment for a meaningful technical and professional conversation, the interaction often felt argumentative.
A significant portion of the interview was spent questioning and doubting my previous work experience, responsibilities, and contributions across my past organizations. Rather than evaluating my skills through meaningful discussion, the interviewer repeatedly implied that my experience and accomplishments were not credible, despite my providing detailed explanations and examples. It felt less like an assessment and more like an attempt to discredit my professional background.
Constructive questioning is expected in any interview, but there is a difference between validating experience and approaching every answer with unnecessary skepticism or disrespect. Such an approach does not reflect well on the interview process and creates a poor candidate experience.
The most disappointing aspect was what happened after the interviews. Despite reaching the final stage, attending an in-person interview, and investing significant time and effort, I never received any update regarding my candidature. Multiple follow-ups were ignored, and the HR team completely stopped responding. It was disappointing to see that while there were frequent calls and reminders when interviews needed to be scheduled, there was no professional courtesy to communicate the final outcome once the process concluded.
Suggestions for Improvement:
* Be transparent about the interview structure, number of rounds, and expected duration before scheduling interviews.
* Respect candidates’ time by communicating realistic schedules.
* Train interviewers to maintain a professional, respectful, and collaborative approach while assessing candidates.
* Evaluate candidates based on their demonstrated knowledge and problem-solving abilities rather than creating an unnecessarily adversarial atmosphere.
* Always provide closure to candidates, especially those who reach the final stages of the process. Even an automated rejection email is far better than complete silence.
Overall, the role itself appeared interesting, but the interview process reflected poorly on the organization’s hiring standards. Professionalism, transparency, and basic candidate courtesy are areas where significant improvement is needed.
