The recruitment process begins with a time-consuming 40-minute SHL aptitude test, requiring hours of preparation. After passing, I had to wait over a week for an interview because the Talent Acquisition (TA) calendar was fully booked. When the interview finally happened, the recruiter acknowledged my profile was a perfect match due to my direct competitor experience. However, at the very end of the call, I was told they lacked the budget for the position and was advised to apply for other roles. This is the second time I have had this exact experience with Agoda for two different positions. Feedback: Agoda needs greater transparency regarding compensation. Recruiters should verify budget alignment before pushing candidates through taxing assessments and lengthy wait times. Furthermore, job titles and descriptions need to be clearer, as they currently don't accurately reflect the role or its pay scale.

Not great - the hiring recruiter got the process mixed up and missed telling me that the next round was an assessment round. What was set up to be a scheduled call with the hiring manager turned into a slipshod email with a take-home test, which was sent at night and I was told to complete it within the next 10 hours. Within a few hours of submitting the test, she then told me that I was eliminated from the process - this felt like they had not really evaluated my submission properly.

it consisted in two tests and four or five rounds of interviews. HR staff dealing with my application was helpful and responsive. The tests were difficult and not fully related to the position.