The recruitment process involves 3 steps, one basic technical interview with recruiter, one coding challenge and last one which is a mix between coding challenge and some questions (Database isolation levels, microservices, optimistic versus pessimistic concurrency control). Regarding the talk with recruiter or even the first challenge was a good enough experience. Regarding the 3 interview was far from being a good experience. An interview should be something positive, it should be in some way a discussion between engineers of best approaches to achieve an goal/solve an issue. This is not possible with current revolut's engineers, they think you are able to see what is in their mind so they do not guide you or even ask the questions in a clear way. Regarding their feedback, well there is only one word to describe it useless, I have more than 10 years working as senior software engineer and doing concurrency code mostly in java(yes I have read Java concurrency in practice several times). Concurrency, is recognized by the experts, as being one of more difficult subjects to get it right which means that you should have some time to think during implementation so we can go through all possibles flows and evaluate if any of them can be a problem(interleaving of several flows). During an interview this is not an easy task we have a mix of emotions and stress of interview context. Revolut engineers don't take that into consideration, in fact for them the issue is very clear since they are probably reusing the same problem for all interviews(they are really smart :)). I really would love to see some code from these brilliant engineers. Considering glassdoor reviews, I think in the end was probably the best thing to happen to me since I would not love to work with this kind of engineers or in a company rating so low in culture and values. Advises: You have several complains about engineers doing the 3 step perhaps your management should start thinking about it. For interviews you need good engineers but they should have strong people skills. A second approach would be to have robots doing the interview, I mean if the questions were programmed in a clear way, probably would bring a best experience for candidates. at least would be more objective. Avoid having arrogant engineers doing interviews, the candidates should feel comfortable doing the interview.