The interview process consisted of three stages: an initial screening interview to assess qualifications, a technical assessment to evaluate relevant skills, and a final on-site interview to gauge cultural fit, collaboration abilities, and to address any further questions.
As the only candidate in the final stage, I assumed it was merely a formality. After a two-hour journey to the site, I was genuinely impressed by both the company and the individuals I met. I felt a strong alignment with the company’s values and was excited about the opportunity ahead.
However, I was disappointed to learn that, while I was considered a great fit for the role, the business had decided to promote someone internally, rendering the position unavailable. While I respect this decision as a sign of a company that values its internal employees, I had been out of work for eight months at that point and was carefully managing my expenses.
If the company had communicated this intention earlier in the process, it would have been more considerate to avoid asking me to travel, given the associated costs. A remote interview would have been a more efficient option. Overall, this experience left a bitter impression as an internal candidate.
