I went all the way to the last stage. The scope of the role changed a lot during this time, and the HR person responsible for me kept calling me during work hours instead of just sending an email like I requested several times. The reason behind this is mainly because I'm on a job where we must go to the office every day, and this call was always interrupting me in meetings or in 1-1s with my team. Besides all the negative side I truly enjoyed getting to know who would have been my manager, and I decided to stay in the process. I was sent the case study, and in addition to it, an extra email filled with instructions on what they like and don't like in presentations. In this email, it was written that candidates often fail because they stay too much inside the scope of their roles and forget the big picture. It also mentioned that they want to see high-level strategy and not deep dives, etc.... It was a long list of things that felt counterintuitive, but I decided to follow. After I created my solution and presented it to the panel, I received a rejection saying I was too high-level and they expected a more in-depth solution, and that I went outside of the scope of the role, and I should have stayed inside the lanes of B2B (It is a B2B2C company, and I lightly factored the B2C side into my solution). I felt like it was a huge waste of my time, and the whole process could have been better and clearer if someone had taken the time to review this "tips on case study solution presentation" email. Feels like the list was made by bad experiences with other candidates being added to it without anyone making sure it passes a logical and helpful message to job applicants. The company felt a bit chaotic, but I genuinely felt my experiences and skills could help ease the chaos and challenges there. But in the end, I got burned by the very chaos before I got the chance. Sad.