After my first interview with the recruiter, they quickly scheduled a technical interview with two team leads — which I initially appreciated, as it showed responsiveness. However, during the second interview, the team leads mostly asked behavioral questions like “How would you deal with someone who isn’t performing well?” I answered honestly, explaining that I would try to mentor and support the person to get back on track — a normal approach in a healthy team environment! after interview, I received a call informing me that I was rejected because they were looking for someone who would “be direct,” meaning someone who would confront others directly rather than help or mentor them. That moment made everything clear. I had heard rumors about Coolblue’s toxic and aggressive work culture, but didn’t fully believe them — until this interview confirmed it firsthand!

I was invited for the first round with HR. During our conversation, she mentioned that the company has a list of countries from which it does not hire candidates. While I understand that companies may have certain policies due to business or regulatory considerations, it would have been helpful for this information to be transparently communicated on the website or within the job description. Such communication ensures clarity and saves time for both candidates and the recruitment team. Transparency also reflects positively on the company's commitment to fostering diversity and inclusion, which I believe is an important value for many professionals today. Additionally, when I inquired about the reasons for this policy, the explanation provided was unclear. Judging all residents of a particular country based on past experiences or isolated events may not be a fair or justified approach. This could inadvertently create a perception of bias, which might deter otherwise qualified and skilled candidates from applying.