The recruitment process included a number of tests that seemed unnecessarily time-consuming and did not directly relate to the job's core responsibilities. The actual assessments relevant to the role were relatively brief in comparison. It appeared that the emphasis was more on evaluating a candidate's willingness to prioritize work commitments over personal life rather than on their professional qualifications. No level of financial compensation would lead me to place my job above my personal life. This approach reflects a corporate culture that values intense dedication and may not sufficiently prioritize a healthy work-life balance. They mentioned I lacked passion for the role, but how can anyone really gauge that in just a single hour with standard questions? Passion isn’t something that comes through in a checklist of run-of-the-mill interview questions. It’s about the spark you feel when you’re genuinely excited about something, and that usually shines through over time, through real conversations and deeper engagement. A brief interview might not capture that depth of enthusiasm and commitment.

The process consisted of some written tasks and multiple interview stages. It is very long and comprehensive, covering all aspects from your work style and personality all the way to past challenges and previous experience.