Interview #1

The initial interview was a casual conversation with a Product Manager, and it went quite well. Afterward, I was informed that my skills would be a better match for a Business Analyst position, so I agreed to pursue that role instead.

Interview #2

Just five minutes before our scheduled time, the interviewer texted me to request a 15-minute delay. When I logged on, no one was present. After waiting another five minutes, I received another message saying she couldn't make it. We rescheduled for another day. When the time finally arrived, the atmosphere felt awkward. I had my camera on, but she requested I turn it off. Throughout the interview, I could hear what sounded like numerous bracelets clinking in the background, leaving me curious about the source of the noise.

Interview #3

This interview was a pleasant experience—definitely the highlight of the process!

Interview #4

The fourth interviewer joined five minutes late and explained he was feeling unwell due to a bug he caught from his daughter. I offered to reschedule, but he insisted on continuing. Fifteen minutes into our conversation, he abruptly interrupted, saying, "Sorry, I need to finish this call or I will throw up on camera." We ended the call early, thankfully avoiding an unfortunate scene.

Interview #5

This was a follow-up with the interviewer from the previous session. He arrived five minutes late again, but thankfully, nothing eventful occurred this time.

Interview #6

The HR representative scheduled a meeting with me. Typically, HR interviews happen at the beginning of the process, so I found it unusual. She joined a few minutes late and surprised me with the news: “We believe you’d be a better fit for the Product Manager role after all.” At this point, I had lost hope for a favorable outcome, but the situation had become somewhat entertaining. After so many interviews and weeks of waiting, I was eager to see how this bizarre situation would conclude.

Interview #7

The final interview was with the CEO—a significant moment. He began with some introductory questions and then glanced at my CV, asking, “I see you speak French. How tall is the Eiffel Tower?” I was momentarily taken aback and candidly admitted I didn’t know. As I racked my brain for a logical connection to the role, I couldn’t find one. “It’s 300 meters,” he informed me. “How much does it weigh?” I received the same answer, leading to another moment of confusion. “It’s 80 tonnes,” he replied. Google, however, suggests a different figure. Then we proceeded to do some calculations using only pen and paper—an odd experience. I didn't feel a connection with him, and he certainly didn't seem to like me either. He capped the interview by asking what would motivate me to work overtime. I simply replied, “Nothing.”

The Outcome

A few days later, HR emailed to let me know that while everyone I spoke with was impressed with my qualifications, the CEO was not. What a shock! Consequently, they could not extend an offer for any position. By that time, I had already decided that I would decline the job, even if it were offered. Initially, I considered leaving it at that, but then I chose to share my experience with HR. I had encountered a frustrating process, and if my feedback could help others avoid similar issues, I thought it would be worthwhile.

Here are the suggestions I sent to HR, nearly verbatim. If your organization is making similar mistakes, this might help you improve as well:

1. I had seven conversations with people at the company—seven! That seems excessive and unnecessary. Why not have interviews with two representatives at once? It would save time for everyone involved. I ended up repeating myself to different individuals.
2. None of the interviews started on time! Most were just two or three minutes late, but seven consecutive delays? Not a good sign.
3. You lack an efficient system for scheduling meetings. I was frequently asked to provide my availability for the upcoming week, only to wait a week without a response. By then, my schedule had changed. A suggestion: consider using a scheduling tool like Calendly and respond to candidates in a timely manner.
4. The shift from Product Manager to Business Analyst and back to Product Manager was confusing. While it’s acceptable to suggest a different role in the first interview, it’s not appropriate to guide a candidate through a lengthy process only to revert to the original position at the end.

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