Perhaps this was a one-off experience due to that team-role I applied for and I am sure people have more positive experiences to share, however if indeed there is bias for action in their leadership principles, they should act. My recruitment was horribly organized from start to finish. 3 HR coordinators failed to communicate, delayed the scheduling as well as did not respect my other time commitments in trying to find some common timeslots to interview for. 1 of them was a poor communicator, as well as making grammar mistakes. Past scheduling, the problems continued with my 5 interviewers. One of them stepped in 6 minutes late in the interview. Then went cam-off because of Internet but in-between they went off-desk in a total of 3 times because of home issues. And then, while sharing an example which was 3 years ago middle of my work experience, it was apparently too old with their comments being 'But that was 2019? Don't you have a more recent example?'. From that, I understood zero customer obsession (the customer being myself, in that occasion) as well as lack of diving deep. 3 out of 5 interviewers felt like talking to a wall. I understand note keeping, however there was no interaction and looking outside the window or their pets definitely showcased their customer obsession (or lack, thereof). 4 of them made the same question, which should not have been the case in the first place. My questions were mostly unanswered by 2 of them, as there was miscommunication and total unclarity on the team vision and current challenges they face as well as were not aware how the team will be structured and who reports to whom. Finally, when calling with the recruiter for the outcome announcement, they had the audacity to say they are sorry for how my recruitment went, because they reckon it was a roller coaster, disorganized and highly unprofessional. As well as, proceeded to the utter joke of sharing that the role will probably change/close without a candidate as it has been a tumultuous year for the team and restructuring might be needed. My candidacy 'helped' them realize the need for a role reform into newer needs and vision of the team, as well as suggested to stay in touch the more experience I earn or if I decide to apply again and surpass first few stages, straight into the final 5 interviews. This was a complete joke & waste of time. As a process, straight forward. Fairly easy. Behavioral questions - no surprises answer via STAR method and you will do perfect. Zero room for creativity in answering-beware.

It had 6 rounds- heavily focussed on leadership principles. they really do cross question almost every other example.......... You get multiple interviewers across the organisation. I thought- the questions were repetitive after one point.