A textbook example of how not to run a hiring process I invested nearly three months in BitMEX's interview process, completing 4–5 rounds of interviews over multiple weeks. Throughout the process, I was encouraged to continue, and often asked to schedule ASAP by rescheduling the other commitments, and there was no indication that the role itself was at risk. After all that time and effort, I was informed that the company was undergoing restructuring and that the position no longer existed. Business priorities change, I understand that. What is unacceptable is asking candidates to commit months of their time only to discover there was ultimately no role to fill. Candidates prepare extensively, rearrange schedules, delay other interview processes, and make career decisions based on the assumption that the company is hiring in good faith. Whether this happened because of poor workforce planning, lack of internal communication, or leadership indecision, the end result for candidates is the same: months of wasted time with nothing to show for it. If hiring plans are uncertain, pause recruitment until headcount is confirmed. Don't use candidates as collateral damage while the organization figures out its internal priorities. The interviewers themselves were professional, but the overall hiring process was one of the most disappointing experiences I've had in my career. I would strongly encourage prospective candidates to think carefully before committing months to this interview process unless the company can demonstrate that the role has genuinely been approved and funded.