The interview process felt like an early-stage filtering mechanism. The first round was a psychometric test via TestGorilla—something you’d typically see in graduate roles rather than experienced positions. This was followed by a time-consuming technical test, which seemed unusual since most companies would at least have an initial conversation with HR or the hiring manager before requiring such a commitment. Only after passing the technical test did I have an HR screening, where they asked about my visa status and salary expectations—basic details that should have been clarified upfront before investing so much time. The next stage involved interviews with the hiring manager and later the director. Both came across as disengaged, with little enthusiasm, asking a few generic questions about my background and leaving long awkward silences, making it feel like they didn’t particularly want to be there. In the end, I was rejected, but even if offered the role, I wouldn't have accepted it. The feedback indicated they were looking for specific experience that I didn’t fully match, raising the question of why they proceeded with the interview in the first place. Overall, the process took around a month and felt like a complete waste of time.