I wanted to share some feedback about my recent interview experience with Visa's Consulting & Analytics team under Tatiana Martins. I'm raising this because I believe the process has some structural issues that could be hurting Visa's ability to attract strong candidates. First stage: Recruiter call (Positive) Second stage: Hiring Manager call (Positive) Third stage: Take home exercise. Usually that's an automatic no, but I made a rare exception. Three specific concerns: Take-home exercises at this stage of the process. Most leading companies have moved away from design challenges because research shows they create equity issues and don't predict job performance well. I made an exception here, but it did make me question how current Visa's hiring practices are. Mismatch between candidate investment and feedback quality. After reaching the final round and investing several hours, I received a form rejection letter. Generally, feedback should scale with how far someone progresses—a template is fine for early stages, but finalists deserve something more thoughtful. Response to constructive feedback. When I reached out to Tatiana to share these observations, she blocked me on LinkedIn. This surprised me, as most hiring managers welcome insights that could improve their process. I built interview systems for 40+ designers in my last role and worked in Recruiting Products at Meta, so I've seen what good looks like. These patterns suggest there might be systemic issues worth examining. I've since found a great role where I'm leading a team, so this worked out well for me personally. But I'm still thinking about this experience three months later, which tells me something felt meaningfully off. If this is happening to other candidates, it could be creating real brand risk for Visa.