Going through a rollercoaster of a 7-month interview process with Revolut for the Product Owner (UX) role in London was an experience I wouldn't necessarily recommend to those who highly value efficiency and transparency in the hiring process, as well as their own time. I was referred by a professional connection who recognised my background in a similar role and knew that Revolut was my top choice due to their talent and product quality. Salary and role discussions aligned during my initial conversation with the recruiter. I successfully passed all interview stages, including the Product Demo and Product Sense interviews, leading to the 'final step', the Bar Raiser. I had multiple conversations with Heads of Product from various departments and received encouraging feedback. I'd also referred two of my own connections to open positions within the organisation, connecting them to my recruiter directly. At this point, I expected an offer but was informed during an update call that the position had been filled. However, new requisitions were expected to open soon. In order to weigh my options, I sought clarification on whether it was a matter of time before they'd be able to extend an offer, or if I should consider the process to still be open. I learned that I would need to go through an additional Team Fit process once a new requisition opened. This implied that I’d effectively only been "shortlisted" by then. For context, it had been approximately three months since I started the process, involving around 10 interviews and a home task. I agreed to continue as I understood that Revolut maintains high hiring standards, something I sincerely appreciate. After a month without updates, I had a Team Fit call with a department head, but the role didn't align with my interests or potential contributions. Two months passed, and no new requisitions opened, although new job postings for the same role were frequent. My recruiter clarified that the new requisitions were for "senior" candidates, while I was categorised as "junior" based on their internal grading system, despite having over 5 years of relevant experience. For context, the job ads specified a minimum of 2 years of experience. Throughout this period, I had to initiate contact with the recruiter for updates. Eventually, I was passed off to another recruiter who wanted to revisit my salary expectations. These remained in line with the role's compensation package. Over the next two months, I met with heads of three other departments to explore potential fits. These interviews required substantial preparation, and despite identifying a good fit in two occasions, based on positive feedback I received, no new requisitions were finally opened. As it turned out, those meetings were about roles pending CEO budget approval. I continued to check in with the recruiter for updates every other week. The recruiter then informed me that they would contact me 'when and if' there was an update regarding requisitions. To this day, more than a year and two months from my initial interview, the process remains open. I recently inquired and was informed that there are still no new requisitions.