D360 Bank interview questions

First with HR then with two senior engineers It was friendly and they were professional Questions: - introduce yourself - talk about a challenge in a project and how you solved it

I can tell they have a very poor people culture. I have a lengthy experience for +12 years and already interviewing candidates in my current position so I have a perspective on how these interviews should go. D360's main interviewer won't mind cornering you with questions for a whole day till you get something wrong so that he can throw "Oh, I'm afraid you're wrong" at you. It doesn't stop there, once he sees you don't enough information prepared on a certain topic he will happily keep asking questions on that same topic. I could only see this only as an attempt to embarrass me after answering the majority of his prior questions. At some point towards the end of interview it started to feel this personnel was just trying to establish their superiority. A younger less experienced version of myself would have came out of that interview with a destroyed self confidence in my skills and abilities. But my main issue came later when they only sufficed with sending over a standard rejection email after going through their lengthy interview and assessments. I tried to get in touch again with their talent recruiter to get more information on my assessment results, feedback or what I should improve, but then she also ghosted me. My message to whoever is running the show there. Respect goes both ways. Try to appreciate the efforts candidates spend in your interviewing process, starting with the intense draining robotic assessments to the people carrying out interviews. If I answered every question your interviewer threw at me then I would have been overqualified and might as well take his place as chapter lead ! Also consider that some people are equipped to function practically more than theoretically. Your current interviewing process is designed to only appreciate theoretical enthusiasts while tripping practical candidates into mistakes rather than show their worth and potential. Finally be transparent with the results. Inform candidates on what went wrong and what they should improve, specially if they spent a sizeable amount of time preparing and going through your process.