Even if, As someone who had diligently prepared for the process—clearing all pre-interview criteria and being confident in their responses during the interaction—it was disheartening to realize that the experience was less about their capabilities and more about internal issues within the company. At the end of the session, it became apparent that the company wasn't going to hire anyone, despite having capable candidates in the pool. This decision raised many questions: Was this a genuine recruitment drive, or was it a formality to fulfill some internal protocol? For a candidate, the interview process is not just about securing a job; it's a mutual evaluation. While we showcase our skills, companies must also demonstrate professionalism and respect for a candidate's time and effort. Unfortunately, this experience left me questioning Fischer Jordan's internal dynamics and recruitment practices.

Applied through LinkedIn job post, had a total of three rounds. First round was with an associate, mostly technical questions asked with a few puzzles. Second round was with co-founder, both HR and technical questions. Third round was with founder, more in depth HR questions, a few technical questions.