Having recently undergone the hiring process at Hamad International Airport (HIA) for the position of Airport Operations Control Center Officer, I felt compelled to share my experience—particularly regarding the lack of professionalism exhibited by their HR team. While rejection is a natural part of any job application process and something I’ve encountered before without issue, the manner in which HIA handles candidates left much to be desired. To provide some context: I successfully cleared the pre-screening stage, completed the Online Personality Check (OPC), and had what I believed to be a productive and engaging interview with both the hiring manager and an HR representative. At the conclusion of the interview, the HR representative explicitly stated that feedback would be provided within two weeks. However, 30 days passed before I received any communication—and when it finally arrived, it was a rejection letter. Now, let me clarify: I have no qualms about not being selected for the role. Rejection happens, and it’s part of professional life. What I take issue with is the blatant disregard for candidate experience demonstrated throughout this process. For an organization like HIA, which prides itself on being a world-class airport, the lack of timely and respectful communication is disappointing, to say the least. Adding to the frustration was the evident gap in aviation knowledge displayed by the hiring manager during the interview. As someone with over a decade of experience in the aviation industry—having worked across multiple airlines and held various roles—I found it surprising to hear terms like “First Pilot” being used instead of “First Officer.” Furthermore, the hiring manager seemed unfamiliar with basic aircraft categorization principles. For instance, they were unaware that certain A330-200 variants are classified as Category C aircraft due to their indicated airspeed in landing configuration. This lack of technical understanding raises concerns about whether the right expertise is guiding recruitment decisions. The cumulative effect of these experiences has left me questioning the overall competence of HIA’s HR department. Candidates invest significant time and effort into preparing for interviews, especially when applying to prestigious organizations such as HIA. It is reasonable to expect professionalism, transparency, and respect in return. Unfortunately, none of these qualities were consistently evident during my interactions with them. For those considering applying to positions at Hamad International Airport, I strongly urge you to think twice. While the opportunity may seem appealing on paper, the reality of dealing with unprofessional HR practices and potential mismatches between job requirements and interviewer expertise could make the journey more frustrating than rewarding. In conclusion, while rejection is acceptable, disrespecting candidates’ time and intelligence is not. Organizations aspiring to global standards must ensure that their hiring processes reflect the same level of excellence they claim to uphold. Sadly, HIA appears to fall short in this regard.