The interview followed a somewhat unexpected format, and the recruiter was extremely pragmatic. The job description stated that English was the company’s official language, but as soon as the interview started, the recruiter asked to conduct it in Spanish. I didn’t even have a chance to introduce myself; the recruiter immediately jumped into asking why I applied for the position and what I knew about the company. Right after that, they moved on to asking several questions about the role and the company. It felt a bit chaotic, almost like an interrogation, with no time to build any kind of rapport, especially since we didn’t even get to introduce ourselves. The recruiter wanted me to ask very technical questions during what was supposed to be a scanning interview, without even explaining which product the role was for. Towards the end, the recruiter asked me to specifically talk about my latest experiences, but without allowing much room for me to explain my career journey and how it reflects the way I work.

The initial 60-minute timed assessments felt poorly aligned with the actual requirements of the role. Rather than evaluating relevant skills or experience, they seem designed primarily as a high-volume filtering mechanism. While it’s understandable that companies need efficient ways to manage large applicant pools, the assessment would be more effective if it reflected the real competencies needed for the position. As it stands, the process may overlook strong candidates whose abilities aren’t accurately captured by these tests. This approach says more about the company’s hiring priorities than about a candidate’s true capabilities.