The recruitment process was much longer and more demanding than expected, involving multiple stages: a cultural fit interview, a take-home coding challenge, a technical interview with live coding, and a final client interview. Unfortunately, the process felt poorly coordinated at times. For example, I initially received incorrect information about the tech stack for the take-home assignment, which created unnecessary confusion. The technical interview was also not very structured, with a mix of disconnected questions and a live coding session that didn’t feel closely aligned with the role requirements. After spending significant time throughout the process, the final communication was a generic rejection email without detailed feedback. Given the number of stages involved, I expected more transparency and candidate communication. Overall, the experience felt disorganized and could be improved with clearer communication, better alignment between interview stages, and a more candidate-focused approach.

1. HR interview. 2. Home coding challenge consisting of three straightforward problems. 3. "Technical Interview" - conducted by a recruiter whose LinkedIn profile indicates a two-month course in Software Engineering. I believe she demonstrated poor judgment, and it's questionable to consider her a software expert. Technical interviews should ideally be conducted by engineers with good judgment