It starts easy. The intro call is just a friendly chat — no pressure, no pop quiz. You're encouraged to ask anything, and the interviewer is equally curious about you as a person. It stays two-way. The role deep dive is a genuine dialogue. You'll share your story in your own words, and you'll have plenty of room to explore whether the role actually fits what you're looking for. No trick questions. The skills conversation is grounded in real examples from your experience. There's nothing abstract or adversarial — just a chance to talk through what you've actually done.

I applied through the company website and received an HR screening call after around two weeks. The initial HR round was mainly to confirm details and understand my background. The conversation went well, and the HR/TA representative mentioned that she enjoyed the discussion and that someone from the team would connect with me to schedule the next round. The process was expected to include a competency-based second round, followed by a culture round with senior directors. However, after the first round, I did not receive any further communication. I followed up through email and calls, but did not receive a response. The initial interaction was positive, but the lack of follow-up was disappointing. As an HR SaaS company that speaks about people and culture, I expected at least a clear update or a formal rejection email. Ghosting candidates after a positive interview experience reflects poorly on the candidate experience and does not align with the values typically expected from a people-focused organisation. Worst part was the TA was clearly reading the AI prompts/answers. more Like I was talking to the AI and not the HR. The HR couldnt even understand half the things I mentioned and didnt even put effort to clarify. I was doing the clarification part for her when the AI didnt catch my words.