I went through a 6 stage interview process consisting of: Phone call with HR Talent Partner Interview with Hiring Manager Technical presentation with multiple team members (inc. Hiring Manager) Values interview Interview with Senior Product Manager Interview with Chief Product Officer An ultimately frustrating process given I was unsuccessful in getting the role after spending approx. 20 hours either in meetings or preparing for meetings. I received feedback after the presentation which consisted of time management concerns (I was told I had 60 minutes to present, the interview did not start until 7 minutes past, I was told there was a hard stop, one of the interviewers was 35 minutes late, and I delivered the full presentation within the window allotted) and capability to prioritise, despite an entire section of the presentation being dedicated to this. When I queried this with the Talents team I was told they could not go into further detail as these comments were all they had. The presentation questions were also very ambiguous which required a significant amount of thought and explanation and I did not appreciate being rushed through this when I had planned out a 60 minute presentation and was being pushed to deliver it quickly. During the values interview I was informed that each individual came into the meeting 'fresh' i.e. with no background information on the candidate which I felt was a mistake given it then forces the candidates to repeat themselves 6 times as to who they are and what they do. It also prevents any concerns, such as 'time management or prioritisation' being addressed given the next interviewer is focused on their individual questions. Ultimately I was unsuccessful due to there being a concern around cultural fit, which is up to Zegos discretion but it should not have taken a 6 stage process across 6 weeks to come to this fact. If the interview teams coordinated more earlier on, this could have been established earlier, or specific questions could have been asked during later interviews to either allow this item to be addressed, or to clearly highlight it as an issue. The one positive is that their HR Talent Partner, Paula was very good throughout the entire process. She kept me up to date and did not shy away from the bad news (took the time to call me at the end of this which was nice). My advice to future candidates and to Zego would be to make sure that Zego are communicating internally during the interview process and that feedback is provided at every stage rather than just in the middle and at the end to ensure you are allowed to address concerns or identify issues far earlier in the cycle.