The recruitment process is exceptionally well-structured. It began with the best HR screening I’ve ever had, the HR Partner was exhaustive regarding both my experience and the company’s expectations, and all benefits were transparently listed upfront. The interview with the Hiring Manager was a perfect balance between technical expertise and human connection. I felt genuinely listened to throughout. The business case was very demanding but intellectually rewarding, providing a real look into the complexity of the role. The final presentation is a high-pressure environment. Be prepared for a very "live" working session vibe where your assumptions will be challenged in real-time. The technical depth required for the business case is significant, so ensure your data is stress-tested. 1) HR interview: Focused on experience, cultural fit, and clear expectations. 2) Hiring Manager interview: Deep dive into operations, experience and mindset. 3) Business Case prep: A complex task requiring a strategic roadmap and technical architecture. 4) Presentation: A 2-way discussion/challenge with a panel of stakeholders. I truly enjoyed the entire recruitment journey. I felt supported throughout each stage, and I especially appreciated how timely the feedback was delivered. The level of detail provided gave me concrete points that I can seriously work on and consider, which I find very valuable for my own professional growth.

I initially received an email informing me that I had entered the first stage of the recruitment process, which was to be a telephone interview. The conversation focused on my motivations for changing jobs, what was important to me and how my experiences fit into the role I was applying for. I also learned quite a bit about the position and was told that I was moving on to the next stage, which was to take a logical reasoning test (on the SHL platform). The email with instructions for the test was clear, I took the test and waited for feedback on the result. After a few days, I received a report with a summary and information that I was moving on in the process. In the meantime, I sent the recruiter a list of questions I didn't have time to ask during the first interview, and received answers to some of them very quickly (the others we agreed were better left for the next stage of the recruitment process - an interview with the department director and a member of his team). We met for a videocall during which I talked about my experience. In addition, I received several questions related to a specific use case that the team I applied to is working on. The interview went very well, was factual and I had plenty of space for additional questions I wanted to ask. After a few days, I received feedback with a summary of the process and very valuable and specific feedback on why they decided not to hire me. Despite the negative decision, I was very satisfied with the whole process and learned a lot of value for myself from it.