I had a disappointing experience with the recruitment process. If they are unable to match your expected CTC, they seem to mark the feedback as negative instead of being transparent about compensation limitations. There was also a lack of clarity and coordination within the team. During the onsite interviews, I was told that I was selected. However, three days later a different HR representative called and said the feedback was not positive. This felt unprofessional and avoidable. It would have been much better if they had communicated their CTC constraints upfront instead of going through the entire hiring drive. Overall, it felt like the process was more focused on finding candidates willing to accept lower CTCs, which ends up wasting candidates’ time and effort. The recruitment team really needs to re-evaluate their process and communication. Interview Process Initial Screening: Phone call Round 1: DSA interview with Product Development Engineer III Round 2: Technical + behavioural discussion with Engineering Manager Round 3: Final Technical + culture interview with Director of Engineering

The interview happened over 4 rounds. 2 technical, 1 director, and last HR. Questions mostly spanned across resume and experience. Interview is technically very strong, so you need to know internal concepts in depth. E.g just saying Go is faster than python won't help. You need to know why. The interviewer was good. He knew where to stress on and where to be a bit lenient for the given experience level.