Screening questions in the application were well thought through and best in class in terms of the need to reflect, show that you understand and care. I received a relatively quick reach back to my application and the 20-minute interview was one of the most effective I've had. My interviewer asked culture / leadership related questions, less on the functional. She also left space for me to ask a couple of questions, and committed to respond soon. All in all, it was rather above average experience to that point. In a few days, I got an automated rejection note, rather vanilla and discouraging in tone. It probably would have been more appropriate for a rejection note in a process without an interview, but truly subpar for a post-interview option, completely wiping out any positive experience so far. I sent an inMail to my interviewer asking for any developmental feedback. Her colleague called me a few days later. To be fair, she apologised for the sequence of events and said that the desire to move fast and take decisions got in the way and I should have heard of the outcome differently. Fair enough, so I asked what was the reason not advancing me, to which I got yet another vanilla level response of "we liked your profile but other profiles matched closer". I tried to ask differently, by inquiring what made other profiles stronger, and the lady felt truly under the pressure trying to pass on feedback she didn't own. While I respect the intention, the execution on this occasion was below what Danfoss aspires to give to its candidates. Again, to be fair, my interviewer proactively shared that they are undergoing a transformation process, and much is yet to be done. Hope this feedback informs Danfoss leadership of "low hanging fruit" opportunities to tackle as they transform the People function and its processes.