I recently went through a 4-round interview process and wanted to share my experience and the reasoning behind my decision. Round 1: Cognitive & Personality Assessment (Online) This consisted of multiple-choice questions assessing general aptitude and behavioral traits. Round 2: Technical Screening I Two junior engineers were part of the panel. Most of the questions were conceptual ("what is what" type). From the interaction, it felt like the evaluation was at a very surface level, and through other sources I learned they were relatively new to the technology. Round 3: Technical Screening II This round was completely different. A senior and a very senior engineer conducted a long and intensive interview covering DSA, domain-specific topics, niche programming skills, and language-level nuances. While the discussion was technically strong, the depth and breadth of evaluation felt somewhat overwhelming relative to the role expectations. Round 4: Hiring Manager / Director Round This appeared to be more of a confirmation round, as the go/no-go decision seemed to have already been made in Technical Round II. My overall reflection: Although the process involved multiple rounds and rigorous evaluation, I felt that the level and structure of assessment might not fully reflect the practical requirements of the role. Additionally, having senior candidates evaluated in early stages by interviewers who are still gaining experience in the technology can sometimes lead to misalignment in expectations. After considering the interview experience, role expectations, and feedback from current employees, I decided not to proceed with the offer.