Applied through LinkedIn. The hiring process had 4 interviews: (i) Phone screening, (ii) interview with the hiring manager, (iii) interview with country manager, (iv) interview with the global head. There was no test. Interview was very straightfoward.

My experience interviewing with Booking for a management position was frustrating and left me feeling misled and disrespected. During the process, communication with the recruiter was anything but smooth sailing. Despite my initial understanding of their busy schedule, the lack of clear communication became increasingly frustrating. Finally, after three interviews, a comprehensive business case presentation, and a three-month-long waiting game, the recruiter called me to say they had a strong internal candidate along the way with whom they decided to continue. What can I say? The emergence of an internal candidate is not a last-minute occurrence, as there are established protocols in companies like Booking to ensure that internal candidates are considered first for open positions. It raises questions about the ethics of the hiring process. The hiring manager knew they would not proceed with my candidacy and knowingly decided to continue with my business case - and presumably that of the other external candidates - making the process highly unethical in my book. The recruiter's behaviour was not only deceptive but also cost me a great deal of valuable time. When I asked about why the position was closed on LinkedIn before I presented my business case, I was met with evasive answers. To add to the frustration, I was given the impression that I was a strong contender for the role, only to find out later that this was not the case. The recruiter's lack of transparency and honesty was both disheartening and unprofessional. Getting free consultancy from the market and relaying it to an internal candidate… With the intel they got from the overall recruitment process, I am sure they will be able to make significant improvements, even without a strong internal candidate taking up the position. Adding insult to injury, when I asked to meet the hiring manager before presenting the case to understand his priorities better, the recruiter claimed it would be unfair to other candidates. The eventual selection of an internal candidate calls into question the fairness of this argument. I was also given misleading information regarding the status of the recruitment process. Based on my experience with Booking, I would exercise caution when considering them as a potential employer. Don't let the promise of shiny benefits distract you from the reality of their practices.