The interview experience for the MonoRepo VP position in Singapore left much to be desired, highlighting significant gaps in the process that should be addressed for a more effective and respectful candidate experience. Lack of Preparation and Communication from HR: The HR team did not adequately prepare the candidate regarding the interview’s format or expectations. Communication consisted of a generic email that provided no guidance on what the interview would entail or what to prepare for, leaving the candidate at a disadvantage. Engineering Panel’s Lack of Engagement: During the panel interviews, the engineering team appeared unreceptive to any perspectives outside their own. Interviewers seemed to have predetermined answers in mind, dismissing responses that didn’t mirror exact terminology or phrasing they preferred. This approach stifles meaningful dialogue and disregards the unique insights an experienced candidate brings to the table. Unqualified and Rigid Interviewers: Many of the interviewers displayed a limited openness to engaging in a true exchange of ideas, treating the session more as an interrogation than a discussion. Rather than assessing the candidate as a potential peer and leader, the tone suggested an exercise in showing off technical knowledge, which is counterproductive in identifying and attracting top talent. Recommendation Against Interviewing in SG: Based on this experience, I would advise against interviewing for engineering roles in the Singapore office. The process feels misaligned with what most candidates would expect in an executive-level interview and may ultimately be an unproductive use of time.