In my recent interview for the Product Manager position at this company, I noticed several aspects of their recruitment process that could benefit from improvement. Firstly, there's no application form, requiring applicants to email the recruiting team directly for the PM position. Also, the job posting for the Product Manager role stayed up for a long time, and I was contacted a couple of months after applying, which suggests a slower hiring process. The interview process itself moved swiftly, comprising three main stages: 1. An hour-long interview with the recruiter, covering experience and behavioral questions. 2. A deep-dive interview lasting approximately an hour with HR and the hiring manager, focusing on behavioral and SQL questions. 3. A final case study challenge, where candidates are given 48 hours to prepare and present. However, during the week of my final presentation, I discovered the position had already been filled, as indicated by an update on the job posting platform. This realization left me feeling as though my time had been wasted, with the interview seeming more like a formality and lacking engagement from the hiring team. The discrepancy in timing between the interview and the actual status of the position raises concerns about transparency and efficiency in their hiring practices. While it's possible the company is building a talent pool for future roles, the timing of the hiring decision prior to completing the interview process suggests a misalignment between their recruitment needs and candidate expectations. In conclusion, while the interview process itself was thorough, candidates should be prepared for potential delays and uncertainties regarding the status of the position they're applying for. It's crucial to invest time and energy wisely in the application process, considering the possibility of rejection due to the company's approach to talent acquisition and talent scouting.