I thought I’d share a quick reflection on my second-round interview experience. The interview was scheduled for 12 PM, then rescheduled once for 30 minutes, and again for another 15 minutes just as I joined. While I completely understand that schedules can be dynamic, it was interesting to see how the candidate’s time was treated as infinitely flexible. Apparently, the assumption was that my availability is elastic and my eagerness for the role should automatically compensate for the reschedules. To clarify, I wasn’t chasing this opportunity, your team reached out to me after 2–3 months of complete silence following the screening stage, where I had initially been told that the interview would be scheduled soon. So it wasn’t exactly a case of me being “hungry” for the role. Of course, if rescheduling twice in a row is considered a standard practice, then perhaps candidates should be informed upfront so expectations are aligned. They give the system-generated rejection note once completing two rounds of interviews. Unfortunately, it didn’t quite answer the obvious question of why my candidature was not considered further, after multiple follow ups. Having invested considerable time and energy, I was under the impression that some form of feedback would follow, especially since, being an HR professional myself, I know how critical it is to provide candidates with closure. It seems feedback is optional here, though the interview rounds clearly weren’t. If there is any insight TTN could share, I’d still value it since learning from the process is the least a candidate can hope for. I would strongly encourage the HR team at TTN to revisit its recruitment SOPs, particularly the part about valuing a candidate’s time as much as their own. After all, it’s only fair that professionalism is mutual and not a one-way expectation. Interestingly, this isn’t even my first experience of TTN’s “unique” recruitment style. Back in 2022, during my campus recruitment, I invested three months in the process and was even officially confirmed over a call by your former recruiter, Ms. Garima Setia. The offer letter, however, never arrived. A rather creative interpretation of closing the loop, I must say. To put it mildly, the experience has been terrible, and ghosting candidates after extensive rounds of interaction isn’t exactly the hallmark of an employer brand to be proud of.