Persistent Systems interview questions

The organization appears to have opportunities for improvement in terms of planning and resource management. Similar to many companies in the industry, they prefer candidates who can join immediately or within a short timeframe, while their own policy requires employees to serve a 90-day notice period, which creates a noticeable mismatch in hiring expectations.

I rarely write reviews like this. But after 2 months of investing my time, energy, and genuine enthusiasm into this process, I feel I owe it to other candidates to share what happened. Interviewed for a Java Architect role in London. Cleared L1. Felt hopeful. Then for L2, received less than 24 hours notice for a 10 PM Friday slot, citing a US-based panel. I made a simple, professional request for a reasonable alternative. Recruiter said she’d check and revert. What followed broke my trust completely. Ten days of silence. No response to emails. No response to calls. The job posting quietly disappeared. I was left wondering what I had done wrong, whether the role even existed, whether any of it was real. I posted a Glassdoor review out of sheer frustration. Got a callback the very next day. L2 finally happened. The interview went well. I left feeling cautiously optimistic again. A week later HR called, confirmed interest, discussed salary. I allowed myself to feel hopeful a second time. Then came the gut punch. My notice period — which I had explicitly disclosed before the process even began — was suddenly a showstopper. 2 months in. After two technical rounds. After several discussions and emails.. After all of it. Let that sink in. They knew my notice period before round one. Had all the information they needed to make a decision on day one. Instead they took 2 months of my time, raised my hopes twice, and then disappeared again without so much as a rejection email. That silence is what hurts the most. Not the outcome — rejection is part of the process and I respect that. But to simply vanish, to treat a candidate’s time and emotions as disposable, that is something else entirely. For a company hiring at Architect level, this is not an oversight. It is a pattern. Candidates are human beings, not options to be kept warm and discarded quietly. The least you owe someone is honesty. Even if the answer is no.