The interview process consisted of four stages: HR Screening – This stage was quite intensive, unlike other companies, but I appreciated that it allowed the HR team to gain a deeper understanding of the candidate. One-hour interview with the hiring manager. Case study presentation – I was given two scenarios to work through: one focused on renewal, and the other on upselling and cross-selling. In-person meeting with the team. After completing these rounds, I received no feedback from HR. When I followed up, the HR representative apologized for the delay and explained that the news wasn't what I had hoped for. From this, I understood I was no longer being considered for the role. When I asked for feedback, the response was very positive: I was told there were no red flags, my presentation was strong, and I answered the panel's questions well. However, they ultimately chose another candidate with prior experience using a similar product. My question to the team is: If prior experience with a similar product was a key deciding factor, why not eliminate candidates who don't meet that criterion upfront, rather than having them go through extensive exercises like case study presentations and brainstorming sessions? It feels like a waste of time when a decision has already been made.