The interview process was long, intense and disappointing. The process involved excessive rounds (five) for a non-senior role. There was a clear lack of alignment and communication within the team; questions were often repeated across rounds, and expectations were inconsistent. Despite being told there would be no coding, there was a live coding challenge. Throughout every round I was told that I would be expected to be available during IST hours with little consideration for work/life balance, although the position I was applying for was in Toronto, Canada. Interactions with some interviewers felt disrespectful as they answered calls during the interviews, and I was told that the take home case study presentation meeting would be recorded. The take-home assignment felt more aligned with a project manager than the advertised implementation role. To top it all off the rejection came via an automated system after I had invested significant time and effort. Overall, the experience reflected poor coordination, micromanagement, and a lack of trust.

The screening interview was a positive and engaging experience conducted by HR. However, the second-round interview was disappointing. Right from the start, the interviewer appeared disinterested and distracted, frequently looking around and showing little engagement. At one point, the interviewer actually dozed off while I was answering a question. I had to pause mid-response to give them a moment to regain focus before continuing. It was uncomfortable and unprofessional—at the very least, they could have turned off their camera. The session was scheduled for an hour, but it felt rushed from their side, and I had to take the lead in keeping the conversation going by asking questions. Sadly, the responses I received were flat and disengaged, which gave the impression that the interviewer was neither invested in the role nor enthusiastic about the company itself. After all received one automated reject email.