Executive Optical interview questions

The interview process was unnecessarily long and exhausting for a junior-level role. It started with an initial HR interview, followed by a panel interview with six interviewers, each taking turns asking questions. Many of the questions were repetitive and could have been streamlined into fewer interview stages. After the panel interview, HR opened the floor for questions. However, when I asked, HR then asked the panel members if they wanted to answer, which felt awkward and unproductive. If questions are optional to answer, it’s unclear why candidates are encouraged to ask them in the first place. Another concern was that several questions felt more like internal venting about poor management and operational issues, rather than assessing my skills. Candidates were asked how they would “manage” these problems if hired, which felt misaligned with the scope of a junior role. Despite the extensive interview process, there was no follow-up or update provided afterward. Overall, the experience lacked structure, clear communication, and respect for the candidate’s time.

It was brief and anti-climatic. It was rather quick and not necessarily formal in all sense. It was done online with no pressure whatsoever. I guess it took away all the build up of nerves.