The interviews were structured into 3 stages as below: HR Screening - Typical SOP. However, the job description lacked clarity on the reporting team. The recruiter mentioned that the JD was outdated, if that’s known internally, it raises the question of why it hasn’t been updated to reflect the current role expectations. Case Study - It was a meaningful and engaging discussion. The interviewer was professional, patient, and open to sharing own experiences throughout the process, which added valuable perspective. Final Interview - The interview was relatively short and positioned as a soft skills assessment. While the aim seemed to be understanding my experience and capabilities, the tone came across more as a stress test, which may have been intentional. The interviewer was very direct and often interrupted, which made it challenging to fully express my thoughts. On multiple occasions, I was cut off mid-sentence, making it difficult to convey my perspective in full. I believe that providing space for candidates to complete their responses would not only support clearer communication but also contribute to a more respectful and constructive dialogue. Additionally, certain lines of questioning about my previous organisation felt unnecessary, and the tone often came across as dismissive. While every organisation differs in structure and approach, these differences warrant thoughtful consideration, not judgment. A more respectful line of inquiry would have reflected greater professionalism and contributed to a more balanced and constructive conversation. Ghosting candidates suggests a disregard for the time and energy candidates have invested. If you're seeking individuals who demonstrate thoughtfulness, respect, and commitment, those same behaviours should be consistently practiced throughout your hiring journey.