I posed 3 generic questions which I asked all hiring managers in all my interviews, one of which was pertaining to recent M&A exercise. I was asking about A and expected A response, but the manager looked surprised and replied me B. That raised the first red flag because how could there be no change after M&A. That never happened. Second, the JD provided was very brief and in fact was overruled by the hiring manager during the interview. The tonality during the process was like “do you as a candidate know what you are applying for?”. For me, JD is the most basic and essential piece of information to be given to candidates and this is the responsibility from the hiring manager, not the candidate. Lastly, some of the practices that the hiring manager mentioned to be very “holistic” are actually basic practices that have long been incorporated into the process in my previous company. There is a difference between holistic and basic practice. I am glad to spot red flags through the questions posed and the responses that I received. Also, for candidates who are applying for this company, there are 2 business units with the same nature of business. As someone who have witnessed M&A before a few times, the acquirer will forever have the upper hands in manpower over the acquiree.

On-line application followed by phone interview. The phone interview was very functional and direct. The interviewer read out pre-prepared questions, paused for the answer and then read the next question. No engagement or humour. OK process to sift out candidates with the right knowledge if the intent had been explained up front. As it was this gave a very abrupt and in a rush perception of the organisation. Next stage was interview and presentation which I did not attend.