I applied to the role using EPAM's own job board. Process seems quite extensive from the outside, giving it would take nearly 4 interviews to get hired. The initial phone screening was as smooth it could be. The very first technical interview was a distoant from the current standards of the industry i.e. "LC'esque questions" giving a breath of fresh air, but, it seemed the interviewer was following a script, questions were mudane if you worked with the language for more than two years. Nonetheless, it was OK. This is were the thing goes south, after the technical interview, a job offer was made by the HR which was promptly accepted, I was happy, but it came with a caveaut, due to the sheer nature of the company, any worker is first to be allocated to a project in other to conduct their work. Any prospect hiree conducting a reseach would stumble himself upon a fair number allegations, from new hires to current employees falling to a limbo upon finding themselves currently not allocated to a project. Thus, coming the next step, a interview with a hiring manager so it could gauge your skillset and apoint you to a project it would fit you, no harm in that, it makes sense. But, that interview was never scheduled, from the offer onwards no contact was made, even when reached out via the communications channel used the entire proccess it was met with a cold shoulder. This was a first for me, usually when met with an offer the next step would communicate with your current employee the start of your 2 weeks notice, so the proccess would run smoothly, if acted upon this assumption I would be without a job right now, come to find out I'm not the single one that suffered this fate. Even if accepted by the hiring manager there was still a final interview with the appointed client for a cultural fit. I see the current hiring proccess as a cluttered mess, that if unchecked, ut could damage the image your brand, very dissatisfied with the whole ordeal that took nearly a month.