About 3 weeks ago I started a process with Appsflyer for the position of Technical Sourcer. Most of the things I heard about the company were good, I applied through referral so I didn't hesitate for a moment that this is the right thing for me. After hearing general details about the role and about the recruitment process, I moved on to a brief conversation with the hiring manager - a 15-minute introductory conversation phone call with him. The conversation with him was general and the vibe with him was excellent, read about the company, product, know how to tell your personal narrative, prepare questions about the intended role, and the next steps in the process. After a few hours, they contacted me via WhatsApp message and we moved on to the next step. then I met the Senior Employee Recruiter through Zoom, the purpose of this conversation is to get to know you in-depth, challenges you faced, how you solved them, and inquire what the dynamics were in the team. The interview didn't go well. Beyond the fact that he was on Zoom, in practice, part of the way the questions were asked was vague and sporadic, something that challenges the candidate's experience After a few hours they decided to move forward with me in the process, I was again informed through a WhatsApp message for the next step and I was sent a homework assignment of up to 3 hours. The task tests the ability to locate candidates and write a message to a potential candidate. I was very surprised, this was one of my worst interviews. I worked on this assignment for two hours and was given 3 days to submit it. The assignment was submitted and the hiring manager got back to me rapidly, this time over the phone. noted that we would not progress in the process mainly because writing the message to the candidate was generic (on a daily basis I barely contact candidates via Inmails) and it connected with concerns who came up in the interview. I get out of the way the recruitment process in a company happens disappointed. I would recommend managing the recruitment process in a different way, "screen in" for the organization and not "screen out", the fact that no one spoke to the potential candidate through the process when he went through the recruitment stages by phone is not personal. The ability to have mental flexibility and transparency in the recruitment process is especially critical for situations where there is deliberation about a particular candidate at some point and that is our role as recruiters and managers. Here our added value is measured. Candidate time is no less important than interviewer time, respect him! Prepare your candidates for interviews at every stage of the recruitment process Try to think about reducing the process to a few interviews with your key people (4 in total) and the way you predict whether the function is suitable for your role or less with an emphasis on relevance. And of course, transparency. You recruit people, not robots.