I had one interview with a member of the Talent Acquisition team. The interview was scheduled for 45 minutes; however, when the interviewer joined, they indicated that the call would need to be shortened. I was asked to walk through my experience, and after doing so, I was informed that while much of my background was relevant, the team was looking for someone with more management experience — a requirement that was already clearly outlined in my CV. Given that the minimum management experience requirement appeared to be a key qualification for the role, I was left uncertain as to why the interview was scheduled if my background did not meet that threshold. Greater alignment on essential criteria prior to the interview would have helped ensure a more efficient and respectful use of time for both sides. Unfortunately, the call ended abruptly before next steps were discussed, and I did not have the opportunity to ask any questions. After attempting to rejoin the call without success, I followed up via email but did not receive a response. The following day, I received a generic rejection email. While I understand that not every application progresses, the overall experience felt abrupt and left me disappointed. First interactions during the hiring process strongly shape candidates’ perceptions of a company’s professionalism and culture. I hope this feedback is helpful, as a more structured and communicative approach would significantly improve the candidate experience.