Domande di colloquio per Senior .NET Developer presso SKM Group

I had one of the most frustrating hiring experiences I’ve seen in years. The process started with being asked to complete a generic, time-consuming technical test (1–2 hours). In 2026, these kinds of tests are not only outdated, but also poor indicators of real engineering ability, especially when candidates already provide detailed CVs and recommendations. I politely declined and suggested a more relevant approach: reviewing my experience (including multiple recommendation letters) and having a high-level technical discussion. Instead of engaging constructively, the recruiter responded by calling my CV “erratic” and stating they likely wouldn’t have proceeded anyway, after already asking me to spend hours on their test. So the process essentially becomes: ask candidates to invest significant time upfront, then dismiss them anyway, and blame them for not fitting the process. What stood out most was not just the inefficiency, but the attitude. Feedback was taken personally, and instead of acknowledging flaws or even showing basic professionalism, the response was defensive and dismissive. The whole experience reflects a rigid, outdated hiring approach that prioritizes box-ticking over actually understanding candidates. If you value your time, be cautious.