W3 Engineers interview questions

My experience with W3 was one of the most frustrating and disappointing recruitment processes I have encountered in my career. For anyone considering applying, be prepared for a lengthy hiring process with multiple stages, including several HR calls, technical interviews, office visits, assignments, and repeated follow-ups. Despite continuously hiring for the same positions—Software Engineer, DevOps Engineer, QA Engineer, and Technical Project Manager—for what appears to be at least the last six months, the recruitment process lacks efficiency and transparency. One of the biggest concerns is their compensation and background verification process. Instead of providing a clear salary range for the role, they heavily focus on a candidate's current salary. During the process, I was repeatedly asked to provide salary statements and compensation details from both current and previous employers. Even after offering appointment letters and official HR salary certificates, those documents were rejected. The company insisted on reviewing detailed salary information, which felt highly intrusive and unprofessional. The most concerning part is the apparent lack of pay transparency and salary standardization. A classmate of mine from the same university, with nearly identical experience and qualifications, received a significantly different offer—approximately 20,000 BDT higher than what was offered to me. This raises serious questions about fairness and equal pay practices. The offer I received was essentially based on my existing salary, with only a minimal increase. Expecting experienced professionals to leave their current organization for such a small increment demonstrates a complete disconnect from market realities and candidate expectations. Before making any decision, I spoke with several current employees whom I personally know. Unfortunately, the feedback was overwhelmingly negative. Common concerns included dissatisfaction with company culture, compensation policies, workplace environment, management practices, and lack of employee recognition. Many employees openly expressed frustration regarding unequal treatment, limited growth opportunities, and poor internal culture. What disappointed me most was the overall lack of transparency throughout the process. There was no clear salary band, no clearly communicated benefits structure, and no confidence that employees are compensated fairly based on their skills and contributions. Thankfully, I conducted my own due diligence and spoke with people inside the organization before accepting any offer. Based on my experience as a candidate and the feedback I received from current employees, I chose to walk away. Overall, this was one of the worst candidate experiences I have had. I hope the company takes employee feedback seriously and improves its hiring practices, transparency, compensation policies, and workplace culture in the future.