The screening interview with HR lasted only about 10–12 minutes. They asked just one question, “Why do you want to work at Nearfield?”. Before I asked my questions, almost no introduction about the company atmosphere or further discussion about the role was provided. The second round was a technical interview with the mechatronics team lead and a team member. The focus was on technical questions about what they are working on. What stood out negatively was the overall approach. The lead interviewer expected detailed answers about their specific challenges while providing no context or background. The lack of feedback made it hard to understand what exactly they were assessing. During the whole process, I received no positive or neutral feedback from the lead interviewer. If I answered correctly and fully, he simply moved to the next question without acknowledgement. If not, he would just say it was not what he wanted without further elaboration. Only the team member interviewer was able to give some elaboration and encouragement. Overall, the atmosphere felt cold and dismissive rather than collaborative. I left the interview feeling that the process was one-sided. It gave me a negative impression of the company’s atmosphere and dynamics.

A screening interview with HR, followed by an assignment, and its solution was the input for the technical interview, followed by another interview with the director of the department + HR representative.