There were a total of four rounds of interviews, including an initial HR screening. Round 1: HR screening – general questions about background and motivation. Round 2: Interview with the hiring manager and a senior team member – focused mostly on behavioral and situational questions. Round 3: Discussion with junior sales team members – conversational and more about team dynamics. Round 4: Final round with the regional sales head and the hiring manager’s supervisor. While the first three rounds were positive and engaging, the final round felt completely different. From the moment I arrived, even before reaching the meeting room, something felt off. The atmosphere was cold, and I genuinely felt unwanted. Once in the meeting, it was as if I were suddenly unqualified or not fit for the role. The interviewers’ reactions made me wonder how someone like me had even reached the fourth round. They were intimidating and overly focused on the few experiences I lacked rather than the strengths I brought. I took it in stride, knowing senior leaders can be tough, but the overall tone made it clear I was not being seriously considered. Despite multiple positive interviews leading up to that point, I was rejected without feedback. Later, I found out the position went to a recent graduate with no relevant experience . That made me question how authentic and merit-based the process really was. Tip to Management: The job posting was up for over three months, and the interview process seemed like an exhaustive search for the “perfect” candidate. However, it was disappointing to realize that people’s time, experience, and effort ultimately did not matter as much. Please learn to value people as humans and not someone who's emotions you can play around for fun.