1st Round – HR Interview on Skills and General Discussion 2nd Round – Online Coding 3rd Round – Technical Interview The first two rounds went pretty well for me. The technical round was scheduled for 1 hour, but the discussion lasted only 35 minutes, with me doing most of the talking. I am confident that the role aligns with my skillset and knowledge. With 6 years of experience in the industry, working with big OEMs, I believe I performed well. However, I felt the interviewer wasn’t really engaged in digging deeper into the concepts. I'm not sure if they were lethargic or had quickly made a judgment. I understand that the first few exchanges often set the tone for the rest of the conversation, but it’s still disappointing that they didn’t take the opportunity to discuss more thoroughly with the candidate. We put in a lot of effort and hope into our interview preparation, and it would have been nice to see more consideration in the process.

I was invited for an onsite interview in early 2026.I was greeted at the front desk and taken to another floor for the interview.None of the interviewers had the CV — which was surprising and made it feel like they hadn't prepared at all.After quick introductions, the manager drew a BMS system diagram on the spot and asked to write test cases for it - without giving any background on what the system does.Not coming from a BMS background, the best was done with the knowledge available - but it felt like an unfair exercise with no context given. After the interview, I heard nothing for months, even after sending follow-up emails.Eventually the company reached out again, saying the follow-up email was missed( not a great excuse for months of silence). The second round, which happened several months after the first, was noticeably better that the interviewers had the CV and asked more relevant questions.But again, no feedback after the interview. Still waiting. A note to the recruiter -Calling yourselves an agile, professional team means living those values, not just in how you work internally, but in how you treat candidates too. - Prepare before interviews. Read the CV. Know who you're meeting. -Give feedback after interviews . it takes 10 minutes and says a lot about your culture. - If agile is genuinely part of how you work, reflect that in your hiring process as well - transparency, respect, and timely communication should apply to candidates too.