The interview process consists of three stages. First, candidates complete a pre-recorded Willo interview. Next, they participate in a live interview with two members of the Customer Service team, which is scheduled for an hour. However, candidates are required to complete a task that takes at least two hours in preparation for this interview. The first 30 minutes of the interview are dedicated to reviewing the task, followed by about 20 minutes of discussion to get to know the candidate, with the final few minutes reserved for questions. Despite this structured format, the interview includes unexpected role-playing scenarios that feel rigid and could have been incorporated into the pre-recorded stage. Candidates are asked to respond to scenario-based questions on the spot, expected to provide creative and innovative solutions without any context or product knowledge. In my professional and personal opinion, this approach seems unrealistic, as in a real work setting, employees would have access to the necessary information to resolve such issues. I personally felt that if a company requires candidates to go through multiple tasks and pre-recorded interviews, it would be a goodwill gesture to give a heads-up about the role-playing component—rather than putting candidates in a "surprise!" situation. I don’t see what they gain from this, as it doesn’t seem like an effective way to assess someone’s ability to think on the spot for a customer service role, especially in a remote setting where ample resources are available. At the very least, candidates should be informed in advance that this is a critical component of the interview process so they are aware they will be judged on it. Additionally, I felt that as a startup with an average salary offering, they were asking too much from candidates in terms of the interview process. This is something many startups tend to do—trying to inflate themselves and act as though they are the next Fortune 500 company, only hiring the best. While it's understandable to seek top talent, there also needs to be a sense of realism. Candidates apply knowing the compensation package is average, so why expect such a rigorous, multi-stage interview process? Furthermore, as a growing company, they should also leave room for candidates to grow with them, rather than solely seeking talent that is already fully polished. Startups thrive when they invest in people who can develop alongside the company, rather than setting unrealistic hiring standards that may deter strong candidates who simply need the opportunity to refine their skills in the role. That being said, the two interviewers were very polite and professional throughout. Finally, the last interview stage concludes with a discussion with the founder and another team member.