The interview process at HiBob involved several thoughtful conversations, and while the people were generally kind and professional, I sensed a strong hesitation from some managers toward candidates who might be more experienced or technically advanced than themselves. This was evident through feedback that didn’t align with my actual background or capabilities, which felt more like a reflection of their insecurities than an objective assessment. It left me with the impression that the culture may prioritize internal comfort over bringing in top-tier talent. For a company aiming to be a market leader, I believe the focus should be on hiring strong, proven engineers with meaningful industry impact, not on avoiding those who may raise the technical bar. The term “cultural fit” seemed to be used not just for team dynamics, but also to assess whether they could comfortably challenge or outmatch you technically. While I was initially enthusiastic about the role, I would recommend that highly capable engineers looking for growth, collaboration, and inspiring leadership consider other environments where excellence is welcomed, not feared. Be humble, be driven, and never limit your potential—but seek that growth in a place that genuinely supports it, which unfortunately does not seem to be HiBob at this time.

1. phone call with HR 2. Live coding interview + design - zoom meeting 3. Project to tell about (with team lead) 4. vp R&D- just a bit technical 5. HR