The process started with an initial call with a recruiter, followed by a lengthy 1.5-hour SHL general ability test and a personality questionnaire. At Agoda, it seems standard to require candidates to go through these time-intensive logic assessments regardless of whether they’re relevant to the actual role and if a candidate already has several years of work experience. After that, I had two interviews: one with the hiring manager and one with a team member. The hiring manager’s interview was particularly intense: it felt more like an interrogation than a professional discussion. The focus was largely on handling high-pressure environments, with several tricky questions that seemed designed to catch candidates off guard rather than assess real competencies. Despite putting in the time and effort, I received no response from the recruiter when I followed up. Instead, I got an impersonal, automated rejection email two weeks later, saying that I didn’t meet the benchmark scores. For a company that emphasizes people and culture, the candidate experience felt cold, rigid, and unreasonably demanding.

Common behavioral questions, focusing on previous experience and situations. Really focusing on skill demonstration and behaviour in specific situations. After there was also hometask given which had to be presented. Well organized, timely manner