I went through a 3 round interview process for a client coverage role that culminated in a final presentation and sales simulation. I invested a significant amount of time preparing for the case study and presentation, only to receive a rejection with minimal feedback afterwards based on a candidate with more sales seniority. A few aspects of the process were particularly disappointing: • If seniority was ultimately a concern, it is unclear why I was progressed all the way to the final presentation round. By that stage, multiple screening steps had already taken place and expectations had been set regarding the level of the role. • The interview panel was inconsistent with what had been scheduled. Several interviewers who were meant to attend did not join, while others who were not part of the core team appeared instead. • One senior participant kept both camera and microphone off throughout the discussion, which made the dynamic extremely awkward and gave the impression that key decision-makers were not fully engaged in the process. • Despite polite follow-ups requesting feedback after the decision, neither HR nor the hiring team provided any meaningful response. Overall, the process required a considerable investment of time, effort and preparation from the candidate side but did not reflect the same level of respect or transparency in return. For a firm that positions itself as a leading data and analytics provider, I expected a far more structured and professional recruitment process.

Six rounds of interviews, I think it feels excessive for a mid-managerial position. Maybe it’s meant to spread out the decision but it’s a huge investment of time for the candidate. 3-4 should be more than enough for VP level.