I had a frustrating interview experience with Deutz that ultimately reflected poor communication, shifting expectations, and a lack of respect for candidates’ time. The interview process was lengthy and involved multiple rounds with timelines and next steps changing along the way. I was explicitly told that the hiring manager interview was intended to be the final step in the process, which framed how I prepared and planned professionally. Throughout the process, I also encountered a lack of coordination between interviewers. Across three separate interviews, I was asked many of the same questions repeatedly, suggesting limited alignment, preparation, or information-sharing among the interview team. This redundancy added to the overall inefficiency of the process and increased the time burden without adding meaningful value. Communication throughout the later stages became inconsistent, with long gaps and repeated follow-ups required on my end just to receive basic status updates. There was no clear closure or transparency around decision timing, despite the significant time investment required to reach that stage. While the role and company seemed interesting on paper, the interview process raised concerns about internal coordination, candidate experience, and how hiring decisions are ultimately made. I would recommend Deutz improve alignment between recruiters and hiring managers, set clear and realistic timelines, and provide timely closure to candidates who make it far into the process. Advice to management: Respect candidates’ time, communicate proactively, and ensure recruiters and hiring managers are aligned on interview structure, expectations, and follow-through.