I received an email to complete the technical assessment, I completed it successfully. A few days later, I received a call confirming that I had cleared it and was invited for a face-to-face interview, which was supposed to have three rounds includes written, technical, and managerial. On the interview day, however, the entire process felt extremely unorganized. There was a large crowd of candidates from different technologies (Android, iOS, React, Testing, BA, Java backend, etc.) all scheduled on the same day. This created unnecessary confusion and disappointment among many candidates. It would have been far more professional to schedule separate days for different technologies rather than mixing everyone together. To my surprise, the first round was essentially a repetition of the same online assessment, this time conducted offline. We were given printed papers with MCQs and a coding task (e.g., writing test cases for a ViewModel). After submitting the answers, the sheets were collected manually, and candidates were left waiting for hours for results. I completed my paper in less than 60 minutes, yet I was made to wait for more than three hours without any clear communication. When I followed up multiple times, I was simply told that evaluation was still ongoing. Eventually, after asking again, I was told I could leave for the day. At that point, I strongly doubted whether my paper had even been evaluated. I even requested to see my evaluated answer sheet, but this was denied. This offline correction process, with 200+ candidates and no transparency, is highly prone to human errors and mismanagement. Many candidates, including myself, felt that our time and effort were not valued. It also raises the risk that strong potential candidates are being overlooked due to process flaws. In today’s time, these old-school paper-based evaluations are outdated and ineffective. A much better approach would be to conduct technical rounds virtually (as most leading companies do), and only invite shortlisted candidates for in-person managerial discussions. This would respect candidates’ time, avoid unnecessary crowding, and ensure a more transparent and reliable evaluation process. Frankly, I left feeling that my entire day was wasted, and the process left me with a poor impression of how talent is evaluated. I strongly recommend revisiting and improving this process, as continuing with such disorganized methods will only hurt in the long run by driving away quality candidates.