1/10 - A sneak peak into the mismanaged, disorderly and highly toxic leadership. The interview process was indeed a trailer to the horror movie that would have unfolded had I joined this sinking ship! What became immediately clear throughout this process - Omio’s internal decision-making is unstable aka dysfunctional leadership. Over 8 weeks - interviews were conducted without any coherent structure. New steps + new rounds + new assignments kept on getting introduced. At first you think that's senior leadership commitment but then you see through that's just a plot hole to waste candidates time to mask up for their own internal inability to structure a set process and timeline. If you’re a thrill-seeker who enjoys plot twists, this hiring process might be exactly your genre. Multiple and surprise addition interviews? Absolutely. Hours of technical rounds and written rounds and more casework? Of course. Weeks of glowing feedback? Naturally. A last-minute announcement that the role never really existed in a stable form? Why not. It’s rare to see a company invest so much time convincing a candidate that a role is real — only to discover at the end that apparently no one internally was aligned on hiring in the first place. If this is how decisions are made in recruiting, one can only imagine how smooth day-to-day operations must be. Thank you, genuinely, for the clarity. I learned everything I needed to know — without ever joining.