“3 stages. 1st stage is HR screening, followed by a technical assessment and 3rd stage is a presentation in front of the hiring manager, CEO and another team member. Very long process – just over 6 weeks with around 2‑week gaps between each stage. It then took just over two weeks after the final stage to receive a decision, which felt bizarre given how far along the process was. Overall I was disappointed by how drawn‑out everything was and by the very generic feedback I received at the end, especially after investing so much time and effort across three stages. For a process involving multiple interviews, a technical task and a presentation, I expected more specific, constructive feedback rather than a standard rejection line. My advice to other candidates would be not to invest too heavily emotionally or time‑wise in this process. In hindsight, I’m glad I didn’t end up with the offer, as the salary for the role is on the low side given the seniority and expectations.”

Interviewed for Material Process Engineer The process included an HR screening, a technical interview focused on my experience, and a final stage involving a technical assignment and presentation/discussion with senior leadership. The technical discussions themselves were interesting and covered not only the assignment, but also broader topics related to injection moulding, process engineering and even material development. However, the overall hiring process was unusually long and difficult to follow. After the final interview stage there was no communication for around a month. I was then informed that the role had been restructured from “Material Process Engineer” to “Injection Moulding Engineer” and asked whether I wished to remain in the process under the updated position. After confirming continued interest, there was again no communication for more than two additional months. A final decision was only communicated after I sent another follow-up email myself. Overall, the team was polite and technically engaged, but the process suffered from changing role requirements, long delays and lack of proactive communication.