Revolut reached out to me on LinkedIn, again. And once again, the experience was disappointing. The screening call felt robotic. The recruiter hadn’t reviewed my resume, followed a script, and showed little understanding of product management. It wasn’t a conversation. At one point, I genuinely wondered if I was speaking to a bot. But then I thought, no, a bot would have asked better questions. They asked generic questions like, “What’s the most difficult project you’ve worked on?” with zero context about what they were hoping to learn. It felt like a question thrown in for the sake of structure, not to surface anything meaningful. If you’re genuinely looking for sharp, detail-oriented PMs, ask sharp, intentional questions. For example: “We need someone comfortable with ambiguity. What’s a time you navigated that well?” Or, “Tell us about the hardest problem you solved, and how you approached it.” Even more baffling, they asked about product impact and success metrics. These are fair questions in the right setting, but coming from someone who doesn’t understand product work, they felt completely out of place. The reactions made it worse, with canned lines like “Wow, what a great project” or “Very cool.” It reminded me of playing Candy Crush back in 2013. You finish a level and the game chirps, “Sweet!” or “Tasty!”. Recruiters should be there to present the company, offer a high-level overview of the role and team, and handle administrative checks like visa, location, and salary expectations. That’s it. Evaluating product sense should fall to the hiring manager, not someone who doesn’t understand the discipline. To top it off, the next steps sounded even worse: a timed online test involving math logic problems using exponentiation. No, thank you.