I went through most of all interviews. The first interview with the team leader it was screening and some little questions about database and testing. Then I assigned to a task, after submitting I got an email to discuss the task. Second interview explaining my code and went through each line. The third interview with the CTO the questions were generic we discuss what I'm doing and what I did. After one week from the CTO interview with rejection mail telling me that they will continue searching for another candidate.

I had a negative experience with Internations. I started with an HR interview with a nice decent lady. Then she sent me a coding challenge to do. I spent some time preparing a good code solution, then followed up with a technical interview to present and discuss the coding challenge and answer some technical questions. At this level, I got feedback from the team leads in the interview that my coding challenge was the best they received so far. They were very nice, professional and they asked only proper questions. Then I got an invitation to an interview with the CTO. During the CTO interview, he basically told me that we cannot pay you the minimum of what you asked in the first interview, not even closer which was the base to continue the hiring process. A week later, I received a reject message saying we will not continue the process with you. I asked politely for any feedback on why I got rejected as I invested a lot of time and effort and I believe this is my right too, but got blocked for a reason. I'm working as a sr. software engineer / team lead, and part of my responsibilities is to do interviews for the candidates and I have some golden rules I never neglect: - I treat people like human beings that have feelings and not as objects. - I always make the most time/effort-consuming phases the last to avoid any wasted effort. - When I have to reject a candidate, I give a respectful meaningful message (not automated) on why we rejected the application with some points on how to improve. - I respond to the candidate's messages and give more feedback and if required, I make an extra meeting to discuss the issues that we observed from our side and invite them to apply again after 6 months. - I don't ask personal questions that are not related to the position as I respect everyone's privacy. - I never block the candidates not from contacting or applying again. - I don't make any negative assumptions based on a feeling, but only if it is positive. - I make the process of only 3 phases max (at internations it was like 7 phases). My advice to internations management: Please don't make the little guys control this, this is your company image and it is your responsibility. Advise to the future candidates: Do not trust this hiring process, and please read the other comments from the other former employees.