Aptitude Round – Included easy to medium-level questions. Resume Discussion – Focused on communication skills. Technical Round – Conducted online, assessing technical knowledge. The Interview process was very smooth and HR was really helpful.

Interview Structure Overview The HR representative outlined a three-round interview process: Round 1: Phone Screening (30 minutes) - Assessment of candidate's professional experience - Evaluation of technical skills and competencies - Review of soft skills and communication abilities Round 2: Technical Assessment - Coding round conducted by Senior Engineer - Technical problem-solving evaluation Round 3: Cultural Fit Interview - Manager-led discussion - Assessment of alignment with company culture and values Interview Progression and Outcome Initial Understanding: - HR initially communicated that selected candidates could join within one week - Based on this timeline, I planned to discuss early release options with my current manager - This timeframe seemed manageable despite my 30-day notice period Successful Completion of Round 1: - Successfully passed the initial phone screening - Received positive feedback from HR - Was scheduled for Round 2 the following day Sudden Process Termination: - HR called later the same day to withdraw my candidacy - Changed requirement: Company now demanded immediate availability (next-day start) - This was a significant departure from the initially communicated one-week joining window Constraints Leading to Disqualification: - Currently located in hometown (not local to work location) - Bound by 30-day notice period with current employer - Unable to accommodate the newly imposed immediate joining requirement Key Issues: - Inconsistent communication: The joining timeline changed from "within a week" to "immediate/next day" - Lack of transparency: Critical requirements were modified mid-process without prior notice - Missed opportunity: Despite successfully clearing the first round, the process was terminated due to changing company requirements rather than candidate performance