I went through a multi-stage interview process spanning approximately two months, which included two technical rounds and an HR screening all of which I successfully cleared. The process then concluded with a final CEO round. The CEO round itself lasted only about 15 minutes and consisted solely of basic questions ('Tell me about yourself' and 'Why are you leaving your current organisation?'), with no technical discussion or role-specific evaluation. There were also noticeable technical issues on the interviewer's end throughout the call. After two weeks of waiting post the final round, I was informed by the HR representative that my profile had not been shortlisted without any explanation or context. When I followed up requesting feedback to understand where I fell short, I received no response. What Went Well: — The initial technical rounds were structured and relevant. — The HR was communicative during the earlier stages. Areas of Concern: — A two-month process with no meaningful final-round evaluation raises questions about the seriousness of the hiring pipeline. — Candidates are not provided post-rejection feedback despite going through extensive rounds. — No follow-up communication after the rejection decision. Set clear timeline expectations early in the process. If you are investing significant time across multiple rounds, it is fair to ask upfront what the evaluation criteria for each stage looks like especially the final round. Be mindful of processes that extend over several months without a defined structure. I share this not out of frustration, but to help fellow candidates make informed decisions about where they invest their time and energy.