Competency-based phone interview at the first stage, 30mins. Behavioral/Situational face-to-face interview at the second one, with both the talent acquisition manager and the L&D manager, 1h interview.

Overall, my interview experience did not meet expectations. My conversation with a senior leader in the human capital function felt loosely structured and not particularly engaging. The interview did not follow a clear or consistent line of questioning, which made it difficult to have a meaningful two-way discussion about the role and the organization. There was also limited effort to establish rapport or create a conversational flow, which made the interaction feel more transactional than what is typically expected in a senior-level interview process. Given the nature of the role and the focus on people and culture, I would expect a higher level of preparation, structure, and candidate engagement. That standard was not reflected in this experience. This appears to be an area where the organization could improve consistency in interview execution and overall candidate experience.