They reached out to me in a well-targeted way and the recruiter was friendly. I kindly told them i was lookimh for more senior roles. They told me that is negotiable and still wanted to talk to me. The TA Partner I spoke with was engaging and at the end of our conversation mentioned he would check internally on whether a more senior level could be offered given my experience. The rejection that followed made no mention of that conversation. Instead, the reasoning given was a lack of marketplace product experience. I found this surprising — not because the feedback itself is impossible, but because marketplace experience is clearly visible on my CV and not a single question about it came up during our call. If that was a known gap, it didn't require a conversation to identify. Also, they didnot talk at all about whether they could offer a more senior role or not which was one thing that thry were going to follow up on. I'd encourage Preply to be more straightforward with candidates about where things actually stand rather than leaning on post-hoc reasoning that doesn't match what was discussed. Candidates remember these conversations, and consistency matters — especially when you're asking people to invest time in a process.

1. Screening call with internal recruiter -> they wanted to understand a bit more about me and my motivations for applying 2. Call with hiring manager -> they wanted to know more about my experience 3. Call with CPO -> there was a short piece of work to do beforehand that prompted a conversation about the current product and ideas I had to improve it 4. Take home task + presentation -> I was asked to consider two product changes and advocate for one of them