I had the opportunity to interview for the Performance Marketing Manager role at InstaCar four months ago (December 2024). The interview process wasn’t anything particularly special—mostly an introductory conversation. The interview was conducted by the Head of Marketing, and the overall environment was positive, professional, and to the point. However, at times, it felt more like a business pitch rather than a structured interview. The manager aimed to assess my technical skills by asking how I would set up and run a campaign. However, the company seemed to expect very specific answers to questions that simply can’t be answered effectively in an online call. To provide a proper response, you need data, a scenario, and sufficient time to conduct a well-structured audit—not just a quick verbal explanation. While the approach wasn’t necessarily bad, it didn’t align with my mindset or working style. At the end of the interview, I was informed that securing the job would be difficult because the company doesn’t support or manage remote work. They prefer employees to be onsite four to five days per week. That’s fair enough—it’s their process, and I respect it. However, what I found frustrating was that if remote or hybrid work isn’t an option, why not communicate that upfront? It would have saved time for both parties.