The selection process commenced with a technical test that included six problems: two focused on SQL and four on programming. Candidates were required to write code in either C++, Java, or Python. This was followed by an aptitude test, and candidates were then shortlisted based on their performance in both assessments.
Next, I participated in a combined technical and HR interview. During my interview, the HR representative did not pose any questions and appeared preoccupied with her laptop throughout the session. The technical interview was conducted solely by a member of the technical team, who seemed to have high expectations regarding our breadth of knowledge.
During the interview, I encountered a question that led to confusion for the interviewer after my response. Despite my answer being correct, he attempted to prompt me to change it, and for a moment, he appeared quite frustrated when I maintained my stance. Additionally, his speaking volume was low, making it difficult for anyone in the room to hear—something I noted as I was the last candidate interviewed. Other candidates expressed similar concerns, having asked for questions to be repeated multiple times without success.
Furthermore, the interview schedule was not followed. Candidates were announced as eligible for interviews at the expected start time, but each interview lasted at least 35 to 40 minutes, resulting in significant delays for subsequent candidates.
Throughout the process, I sensed a lack of genuine interest in my candidacy, leading me to believe that hiring decisions may have been pre-determined. At the time, we were unaware of the number of positions available. While the candidate ultimately selected demonstrated strong qualifications, no doubt he was the best among us as he is my friend. But, we had anticipated that at least two individuals would be hired, given the time dedicated to interviews and the variety of topics covered.
