This was, by far, the worst and most lackluster interview experience I have ever had.
From the moment I first spoke to the recruiter, I had no clear understanding of the process. The job description did not accurately reflect the role, yet I applied based on my relevant experience. During the initial recruiter screening, it became evident that the recruiter didn’t fully understand the technical aspects of the position. It felt like they were simply recording my responses rather than engaging in a meaningful discussion. There were awkward silences between each question and answer, with no conversational flow or insight into the position itself.
After this, I was informed that I would move on to the next stage and that a scheduler would contact me to arrange interviews. I was sent a copy-and-paste job description along with a link to Microsoft’s mission statement and culture fit guidelines. However, I was given no details about the interview process—no information about the interviewers’ roles within the company, their positions, or the technical expectations.
Interview Structure and Issues
I had three separate interviews, one per day:
First Interview – This was with a very kind manager, but they were not very technical. I answered all their questions within the first 10 minutes, and they mentioned that the next interviews would be more technical. The questions were very high-level cybersecurity topics—nothing surprising.
Second Interview – This was the most technical interview, led by a highly experienced individual. They were the only one who provided real insight into the role, expectations, challenges, and daily responsibilities. The questions were more technical, focusing on scenarios and logical applications, though I expected some hands-on technical demonstrations. This interviewer was the best part of the process and an absolute pleasure to speak with.
Third Interview – This was the most awkward interview. The interviewer was a very recent hire (within the last two months), which was surprising from a candidate’s perspective. It did not provide meaningful insight into the team, culture, or inner workings of the role. They seemed uncomfortable and unsure about some of the questions I asked, leading to long pauses and robotic responses. It felt like my answers were just being recorded rather than engaging in a real discussion.
During the last interview, the interviewer mentioned that Microsoft was "trialing" a new interview process—opting for three separate interviews instead of a panel interview. In my honest opinion, this method does not work. It felt inefficient, lacked a natural flow of conversation, and forced me to answer the same questions 3-4 times. A structured panel interview would have been far more effective.
Lack of Communication and Follow-up
The final interviewer assured me that the recruiter would follow up regarding next steps and the timeline. That never happened.
I emailed a polite thank-you note after the last interview and asked about the next steps—no response.
Two weeks later, I followed up again—still no response.
One month later, I sent another follow-up—again, no acknowledgment or response.
Three months later, I received an email asking me to fill out a survey about my experience. When I checked the candidate portal, I noticed that my application status had quietly been updated to "No Status" a few days prior, meaning I had not been selected.
This was an incredibly frustrating experience. Microsoft is a major company, yet the process felt completely disorganized, unprofessional, and lacking in basic courtesy. Even an automated rejection email would have been better than being completely ghosted.
Final Thoughts
This experience has left a bad impression, to the point that I would not apply to Microsoft again, nor would I recommend it to others. Clear and timely communication is essential in the hiring process, and the complete lack of updates or acknowledgment was unacceptable. In today’s world, there is no excuse for not automating candidate updates or setting clear timeframes.
If Microsoft wants to attract top talent, they must:
✔ Improve communication and transparency in the hiring process.
✔ Ensure recruiters are knowledgeable about technical roles.
✔ Streamline the interview process—consider a structured panel instead of repetitive individual interviews.
✔ Provide timely updates, even if automated, to show respect for candidates' time and effort.
I had high expectations, but this experience was deeply disappointing. I sincerely hope Microsoft improves its hiring process for future candidates.
