Introductory interview and then the next week a more in depth one where I was asked to provide a work sample related to the job. Then was asked to go into detail about the sample and answer questions about it.

Duration: ~2 months Year: 2025 Review Title: Long, unclear, and emotionally exhausting process — disappointing end Interview Process Review: I interviewed with ServiceNow for a Technical Writer role. The process spanned over two months, involved 6–7 rounds, and lacked transparency about the number or nature of those rounds. I had interviews with multiple stakeholders — each round scheduled days or weeks apart — followed by a presentation round that was never mentioned in the initial job description or early conversations. While I did my best, especially given that I was also managing a full-time job and commuting to the office, the presentation round was my first time doing this in an interview setting. It felt out of place for the role, and I wasn't given any guidance or clear expectations beforehand. On the same day, I also had three back-to-back 1:1 interviews with presentation panel, each lasting 45–60 minutes. The final interviewer seemed disinterested and gave the impression I wouldn't be selected, which made the rejection feel predetermined. I acknowledge giving presentation may not have been my strongest moment — but I still showed up, prepared, and shared real samples from my work. After this long and emotionally taxing process, I was informed that they had selected another candidate(which I was indirectly informed by one of the panel). How I felt: This experience left me feeling drained, undervalued, and discouraged. I put in a lot of effort, rearranged my work schedule, and tried to show up with integrity. It’s disheartening when companies don't consider the candidate's side of things — especially when they're the ones introducing surprise elements and failing to communicate transparently. Advice to the Company: Please respect candidates’ time. Be empathetic and upfront about the number of rounds, the purpose of each, and any presentation requirements — especially if they’re not part of the advertised job expectations. A thoughtful process and humane communication can go a long way, even when a candidate isn’t selected.