I recently went through the interview process which consisted of three rounds, each with multiple panel members (approximately four per round). While I appreciate the opportunity to meet various stakeholders, the process felt excessive and somewhat misaligned. From the initial conversation with the hiring manager, there appeared to be limited engagement or genuine interest. However, the process continued into multiple additional panel interviews. This created the impression that the decision may not have been clearly aligned internally before involving so many people. A multi-panel structure can be valuable when there is strong intent to hire. However, when candidate fit appears uncertain from the outset, it may be more efficient to calibrate expectations early rather than commit both internal stakeholders and candidates to several extended rounds. On a positive note, the panel members themselves were professional and respectful. The process would benefit from clearer alignment and more streamlined decision-making to enhance the overall candidate experience.