The issue was not simply the rejection, but the way the interview process was handled from start to finish. The role title (“Data Analyst I”) did not transparently communicate that this was effectively a junior position with a salary band of €28K–€35K (in Spain), despite expectations including SQL, Python, and high-visibility stakeholder exposure. That mismatch should have been clarified before the interview, not during it. Coordination itself also felt one-sided from the beginning. The interview time was assigned rather than discussed based on availability, which already made the process feel more directive than collaborative. The most negative part of the experience, however, was the ending. The final part of the interview turned into a long, one-sided lecture from the recruiter about my confidence, stress level, and what level of role I should be applying for, with very little room for me to respond. That no longer felt like constructive feedback or a professional interview close. It felt patronizing. What made it worse was the follow-up rejection email, which repeated the same subjective judgment in writing, framing the decision around “stress,” “lack of confidence,” and whether I could “succeed from day one.” Candidates can be nervous in interviews. Turning that into broad conclusions about their long-term ability to perform in a company is not a thoughtful or professional recruiting practice. I would also strongly encourage the company to revisit the tone of its culture messaging. Language that romanticizes intensity or pressure, or highlights demographic self-description such as average age, can feel more exclusionary than inspiring. Main concerns: * unclear leveling behind the job title, * low compensation relative to expectations, * one-sided coordination, * a recruiter style that became overly personal and patronizing, * and a rejection message that formalized subjective judgment instead of simply addressing role fit. Overall, this experience raised concerns not just about the role, but about recruiter judgment, process clarity, and candidate respect.

Entrevista sencilla, background y test de SQL. El test es relativamente sencillo pero lo debes hacer bajo presión lo que puede llevarte a cometer fallos de sintaxis. La entrevista como tal no tiene preguntas tricky, debes explicar tu background de manera clara.

Dopo la chiamata con la HR ci sono due technical interviews da sostenere con dei senior Data Analyst: una più incentrata su SQL e l'altra su case studies. L'ultimo step è un Cultural fit con il manager o il director