I went through a lengthy and confusing interview process at ViCentra for two different Senior Product Manager roles. For the first position (Senior Product Manager – Digital), I spoke with HR, the hiring manager, completed an on-site business case, and met the CEO. The feedback was consistently positive, and the hiring manager mentioned introducing me to a potential future colleague – which never happened. Two weeks later, I was told that another candidate had been selected but that I was a strong fit for a second opening (Senior Product Manager – Customer Success). The second process turned out to be just as unclear. I had to go through three full rounds again – with the same hiring manager, another team member, and again the CEO (who didn’t seem to recall our earlier interview). Although all conversations went well, the process ended abruptly after another follow-up call about my regulatory experience. It was evident that the hiring manager and CEO were not aligned on the role requirements, and the process overall felt chaotic, unstructured, and disrespectful of candidates’ time. From initial contact to final call, this stretched over several weeks, with little transparency or coordination. I was even asked afterward if I’d consider working on a contractor basis – which I declined. ViCentra might have meaningful work and passionate people, but their hiring process needs serious improvement: clearer communication, internal alignment, and respect for experienced candidates.

First interview with HR on Teams. Followed by an assessment which consists of logic and calculations. Another interview with hiring manager and someone from the engineering team. It was an on site interviews Last interview was with the founder and a product manager.