The recruiting process was highly professional, transparent, and genuinely human-centred, a rare experience in today’s hiring landscape. Each stage was clearly defined, with consistent communication and support throughout. A notable part of the process was the take-home assignment, which was not only thoughtfully designed but also compensated. Candidates who passed this stage were invited to present their work during a panel interview, allowing for deeper discussion and mutual evaluation. Overall, the experience reflected a culture of respect, thoroughness, and clear communication. However, as part of the screening, there was an interview with the investor(s), during which the focus was heavily on C-level questions that felt somewhat misaligned with the scope of the role. Unfortunately, there was little to no opportunity for the candidate to ask questions about the position or the company, making the conversation feel one-sided. That said, it’s worth noting that the final hiring decision appeared to rest with the investor based in the U.S., rather than the hiring team and the executive leadership in Europe. Overall, it was a very positive experience interviewing with the team in Europe. Wishing them all the best as they continue to scale the product in the years ahead.