7y
Our records indicate that you were in fact given an offer, which you accepted in early May 2018. Your employment contract started on July 1, 2018, at which time you were on probation.
The code assignment you refer to was issued in early July and is part of our interview process for software engineers. The reason it was issued late was because the hiring team realized that you had only done a technical phone screen up until that point - which you passed with flying colors by the way.
Once we received your code assignment, the hiring team found several issues and decided to either confirm or deny their findings. You declined to do a second assignment and instead decided to terminate the employment agreement.
Around a week later you emailed us to explain your disappointment with the experience and the trouble it caused you. You asked for some kind of compensation to be paid for it. We were sympathetic to your case and immediately agreed to pay you the full relocation allowance (a relatively large sum reserved for international hires) in cash, in return for you signing an official termination letter.
The termination letter contains a mutual non disparagement clause, and is an essential document required by our HR team. No settlement can be legally reached otherwise. This is a standard practice which is not meant to cause the employee any inconvenience. The letter is of course entirely private.
For reasons that are not clear to us, you refused to sign the termination letter, leaving us no choice but to terminate the employee contract.
