The interview process felt largely unstructured and lacked clear direction. The flow and depth of the discussions varied significantly across rounds, with no consistent framework or evaluation criteria. Many of the questions asked were highly personal and not directly related to assessing role-specific skills or professional experience. There were multiple rounds (2–4), but their purpose and expectations were unclear, and the progression seemed to depend heavily on the CEO’s mood and approach at the time of each interaction rather than a standardized process. This made it difficult to understand how candidates were being evaluated or what competencies were considered important. Overall, the experience could be improved by introducing a more structured interview format, clearer role alignment, and a consistent set of evaluation parameters to ensure fairness and transparency for candidates.