The process was great, everything was communicated clearly, and all the steps were transparent. There are 4 stages: screening, coding, system design, and behavioral interview. I didn't get an offer in the end because I didn't live up to the expectation in the system design interview, according to the feedback presented after all the interviews. I can't say that I agree with the conclusion, I feel like the points mentioned during the feedback meeting are not strong enough to reject a candidate like that. Though a company is free to select candidates at its own discretion of course, so it's fine if they feel that I'm not a good fit.

I was scheduled for a behavioral interview, intended to assess qualities like teamwork, ownership, and team management. However, none of these themes were actually covered in the interview. Instead, the interviewer—an engineering manager who has been with the company for several years—stated upfront that they preferred to ask technical questions during this session. Despite the round being explicitly framed as behavioral, I was asked detailed technical questions about a tool I had briefly mentioned in my CV, which I had worked with years ago and which was not listed in the job description. This misalignment between the HR/recruiting team and the engineering team raised a red flag for me. Behavioral interviews are typically designed to evaluate soft skills and alignment with company values, not to drill into outdated technical details—especially not when led by someone in a leadership position. If this were a senior developer conducting a technical deep dive, it might have made more sense. But coming from an engineering manager, it felt poorly structured and confusing. Overall, it left me with concerns about internal communication and clarity of expectations within the team.