The interview process consisted of three steps: 1. HR Call: This initial step went smoothly. The recruiter asked a few basic programming questions, such as an overview of SOLID principles and which one I favored most. It was a pleasant interaction overall. 2. Technical Interview: This round involved three developers. They started with theoretical questions, then moved on to analyzing code snippets, and finally presented an algorithm problem. The session went well, and the interviewers were professional and friendly. 3. Hiring Manager and On-site Interview: This step felt quite off. The hiring manager spent about 15 minutes praising Paramount, followed by a few culture-related questions. Toward the end, they presented a straightforward algorithm problem, but I struggled to solve it due to fatigue—it was 6:00 PM by then, and I was mentally drained after the long session. Following this, I had a call with two product owners from New York. Surprisingly, they repeated the same questions and answers. Ultimately, I was rejected, which wasn’t unexpected. However, I anticipated the rejection to stem from my performance on the algorithm question. Instead, it was due to their perception that I lacked confidence in working with teams across different time zones. This was odd, as I had shared that I was already successfully managing projects spanning three time zones and mentioned no challenges in doing so. Overall, my experience was negative, largely due to the third step. I felt the hiring manager and product owners displayed unprofessional behavior, and the late interview timing added to the strain.