The initial stages of the interview process, which included discussions with key team members, were well organised and professional. I was asked to present a case study to the CFO and Head of FP&A provided insight into the company's operations and expectations. The final salary offer of £85k was significantly lower than my expected rate of £95k, which was the figure the recruiter had put me forward for from the start. This discrepancy was not addressed until the end of a 5-week interview process, which included four rounds and a presentation. The change in salary offer, seemingly due to a decision by the CFO/ management raises concerns about internal communication and management support within the company. Advice to Management: Ensure that salary expectations are clear and aligned with candidates' understanding from the outset to improve the efficiency of the hiring process and respect candidates' time. Had I known about their offer, I would not have wasted my time in accepting for an interview. It would be beneficial for the management team to address and possibly improve their internal communication strategies to avoid such discrepancies in the future. Overall Experience: While the interview process itself was structured and engaging, the unexpected and significantly lower salary offer at the end, combined with a lack of upfront communication about this key aspect, was disappointing. Future candidates might consider verifying salary details early in the process to ensure alignment. This situation also raises questions about the supportiveness of the management, as it appears the salary decision was vetoed by higher management at the last minute, overriding the hiring manager's initial agreement.