How a terrible interview process helped a techie find his dream job

He initially engaged with the recruiter, who described the job as offering a competitive salary and benefits. The first round involved a video call with the hiring manager and HR to discuss his experience, which he found reasonable. The second round was an in-person panel interview with engineers, where he had to answer technical questions and give a short presentation. However, the third round included a group project where candidates had to suggest improvements to an existing company design, followed by technical aptitude tests and a final interview with senior management and HR.

Unwilling to participate in what he saw as an unnecessarily complex and time-consuming process, he withdrew his application and informed the recruiter that such extensive procedures might be suitable for graduate-level roles but not for senior professionals. The recruiter, surprisingly, agreed and mentioned that he was making sure candidates were aware of the process beforehand.

A few days later, the techie secured another role with a different company that only required a single in-person interview with a short technical assessment. He felt confident about the hiring manager and company culture based on the straightforward process. The new job turned out to be the best he had ever had, with a higher salary than the initial role he had applied for.

Internet reacts

Many users expressed frustration over companies demanding extensive interview rounds, particularly group projects, before hiring. Some felt that requiring unpaid work as