The process was structured across 4 stages over roughly one month: HR Screening, Problem Solving, Product Sense, and Bar Raiser. HR Screening (20-30 min) was a standard call covering background, motivation, and relocation logistics. Problem Solving (35-40 min) was the most rigorous stage — split into Root Cause Analysis and Solutioning. You're expected to clarify the problem, structure MECE, ask for data with clear hypotheses, and only move to solutions once the root cause is confirmed. Solutions need business impact sizing, UX and technical trade-offs, and a prioritised roadmap (short/mid/long-term). Cases were fintech-specific — P&L diagnostics, conversion funnels, growth levers. Candidate-led throughout; the interviewer won't guide you. Product Sense (45-60 min) combined a case-based scenario (similar structure to Problem Solving but focused on product/UX rather than pure financials) with a wireframe critique — you're shown a screen and asked to give structured feedback as if speaking to a junior designer (Issue → Impact → Fix → Timeline). Bar Raiser (45-60 min) covered my full career history role by role, using the STAR method. Expect direct questions like "how would your manager rate you 1-10," "tell me about a time you failed," and "how did you go above and beyond." A brain teaser also came up. Everyone goes through the same Bar Raiser regardless of seniority — heavy emphasis on values (Never Settle, Get It Done, Think Deeper, Dream Team, Deliver Wow) and quantifiable impact in every story. Overall: well-structured, fast feedback turnaround, candidate-led format throughout. The bar is genuinely high — preparation with real data and concrete numbers makes a significant difference.

Didn't even come back to me even though I spent ages preparing for the interview. The interviewers seemed like they were in a rush to get to another meeting than give attention to the candidate