Brightwell Payments interview questions

I was offered an initial phone screening by talent acquisition. This call was easy to schedule through email/online. From the very beginning this call was very cold and not personal whatsoever. Immediately went into the regular initial interview type questions. At the end of the call she explained what might happen next. While I was saying my goodbye, hope to speak with you soon, etc. she hung up while I was still talking.

You better make sure Microsoft Teams is working as if you have any technical difficulties, not only will you fail the interview, but they will not allow you to apply at the company again. That seemed very extreme. I get it. The market is saturated. There shouldn't be technical difficulties with any interview software as you already have tested it beforehand. However, just like code can have a bug that goes out, sometimes technology fails. When I recommended failure for a technical issue that a candidate had, it normally was a suspicious failure. If there were no issues until I posted the coding challenge to the screen, and then suddenly they had to log out of Teams/Zoom/Google Hangouts, etc.. and log back in minutes later, I would have serious questions. That is far different from having technical difficulties after the initial "hellos." Obviously, the candidate is not acting with a dishonest state of mind or in hopes of gaining an unfair advantage. To go the extra step to essentially ban them from applying again should take more than just a technical failure - there should be questions about character or fitness for the job. If a candidate cheats during the interview or is incredibly rude or unprofessional, that can be a reason to put them on a do-not-hire list. Interviews are a two-way street. If Brightwell has zero tolerance for a technical difficulty during the interview process that doesn't reflect on the candidate's good moral character, I am afraid to know benefits of the doubt would be given to candidates once they became employees.