Recruiter screener call, IQ test online, and then it was followed by 3 rounds of interviews with team members in rising seniority. The core interviews involved a mix of case and behavioral questions.

I applied for a role I saw on LinkedIn and was invited to an interview with a “Talent Acquisition Specialist.” Unfortunately, the experience was disappointing. The interviewer arrived almost 10 minutes late, rushed through a 20-minute conversation in unclear, fast-paced English, and showed visible impatience — as if they didn’t want to be there. (Note: I am fluent in English and rarely struggle with the language, so this was not the issue.) This was not my first experience. Back in 2022, I went through another interview process and did not pass the test stage, which I found unnecessarily abstract and disconnected from the actual skills needed for the role. For a company that calls itself “young, creative and didactic,” it’s surprising to see such a narrow and rigid approach to recruitment. During this recent conversation, I was told that if I passed the interview, I would need to redo the test. However, I never got that opportunity. With over 5 years of experience successfully negotiating partnerships between top brands in my industry, I strongly believe Fever lost a solid candidate. Fever urgently needs to rethink its hiring process — both in structure and candidate experience.