I recently had an interview experience with the Sanofi sourcing team, and to say the process was extremely slow would be an understatement. After sharing all the required details, it took them a whole month to schedule the first round, with multiple reschedules along the way. The process started when HR representative called me in the evening, urgently asking me to submit answers to a questionnaire by EOD. Despite sharing everything promptly, there was complete radio silence for weeks. Eventually, the first interview was scheduled—after a month of waiting. When the interview finally happened, I found the panelists’ communication skills surprisingly poor. While they might be fluent in French, their English was difficult to understand. Their accents were so heavy that I struggled to grasp their questions, which is ironic considering the job description emphasized "excellent verbal English communication skills." If such a globally reputed company has senior employees with such weak English proficiency, it raises serious concerns. Adding to the frustration, their response time was unbearably slow. Each follow-up took at least 15 days, making the process feel more bureaucratic than corporate. The HR team in India was also unresponsive, rarely checking emails or making calls. It felt more like dealing with a government office than a multinational company. Overall, the experience was disappointing. Sanofi’s hiring process needs serious improvement, both in terms of efficiency and the communication skills of their interviewers.