The interview process started with a brief chatbot questionnaire, which was technically well-designed. However, some of the questions felt oddly personal and poorly framed – for example: “Which describes you better?” – “I often go for a drink with colleagues after work.” – “I stay late at work whenever needed.” As someone who values work-life balance and rarely drinks alcohol, this question felt forced and alienating. It seemed to reflect a narrow view of team culture, which may not resonate with many candidates. The next step was a 45-minute online simulation game and a follow-up questionnaire, sent without any personal contact, screening call, or confirmation of mutual interest. From a candidate’s point of view, this level of time investment felt excessive at such an early stage. I absolutely support the use of assessments in recruitment – but ideally later in the process, once there’s been at least a brief conversation or some sign of alignment between candidate and company. Finally, the tone of communication from HR was unexpectedly casual – using first-name familiarity and informal language in Czech, despite my formal response. This undermined the sense of professionalism and mutual respect I would expect. Overall, the experience felt one-sided and impersonal. I chose not to proceed further.