Here’s a cleaner, more professional version that keeps the frustration and impact clear without losing credibility: 8 interviews over 3 months, including a 1-hour in-person pitch and presentation, two separate role changes throughout the process, and communication that was consistently poor. At multiple stages, I was told that every Head of Department involved — including the Head & GM of ANZ — wanted to move forward with offering me the role. After investing a considerable amount of time and energy into the process, I was very much under the impression the position was mine. The final and 8th interview was a 15-minute “culture check” with Arnold Chan, General Manager APAC at Airwallex. He joined 5 minutes late, leaving us with effectively 10 minutes, after which I was told I was out of contention because I allegedly “didn’t show enough sales hunger.” After 3 months, 8 interviews, and extensive time invested on both sides, it’s extremely disappointing that the outcome ultimately came down to a rushed 10-minute conversation. What’s even more disappointing is that I haven’t heard a single word directly from any of the department heads after the amount of time and effort involved throughout the process. I will say the head of NZ was a great guy, and we had a great discussion. Candidates invest significant time, preparation, and emotional energy into interview processes. Communication, respect, and consistency matter. Do better, Airwallex.