I went through multiple interview rounds, including discussions with HR, a marketing leader, and the direct manager. While my conversation with the direct manager was genuinely positive and engaging, the overall process lacked clarity in terms of evaluation criteria and expectations. Several questions raised concerns, including questions about whether I have family in Paris, why I have not become French yet (with references to it being “easier” with an EU passport), and comments suggesting that prospects in finance can be uneasy with women, framed as a way to “pressure test” candidates. These elements made the process feel confusing and uncomfortable, and unrelated to role-specific skills or performance. Communication around decision-making was also opaque, and it was unclear how feedback from different interviewers was ultimately weighed. Pros: Interesting product with potential Direct manager was professional, transparent, and pleasant to speak with Cons: Unclear hiring criteria Inappropriate or borderline discriminatory interview questions Lack of alignment between interviewers Limited transparency in the decision process Advice to Management: Clarify hiring criteria upfront and ensure interview questions remain focused on skills, experience, and role alignment. Greater consistency and care in the interview process would significantly improve the candidate experience.