If your process is anything like mine, you'll get rejected, and then get a phonescreen invitation from a recruiter two weeks later, and then you'll talk to the hiring manager, who'll then pass you off to a weirdly hostile technical panel where they'll ask you technical questions but not actually let you explain. In at least one situation they seemed to want me to describe how I would solve the problem by making the problem worse. Then you'll get rejected.

This is the very inefficient, exhausted, unprofessional, and confusing interview experience I've ever had. I applied for this position on Fidelity's website. There are four parts to the interview. 1. Email and Phone Screen. HR contacted me and asked if I have the intention to work at Fidelity as a long-term career. After that, the hiring manager emailed and asked me what my overall understanding of DBMS was. I passed it and HR scheduled the phone screen. The 30-min phone screen was pretty easy. - Introduce yourself. 2. After passing the phone screen, HR scheduled a 1-hour video interview with the hiring manager. - Introduce yourself. - Previous experiences. - I asked and confirmed with the manager that the position I have applied for doesn't require any data modeling work experience and this is an entry-level job. The answer I got was that the position didn't require experience in data modeling. 3. I got the 2nd 1-hour video interview with the team, which was totally unprofessional and confusing. Before the interview, I emailed and asked the manager about how I should prepare for it. The manager replied that I need to let the team know that I have some data modeling experience. I prepared for this interview for more than a week and created a PPT for the presentation to show the knowledge of DBMS. However, none of any interview questions was related to data modeling. The team and the manager are lack effective communication. The team wanted to know my previous work experiences which were not related to data modeling at all. They also want me to prove that I have the intention to work in the position for the long term. Moreover, none of them read my resume before the interview. Every time I tried to explain that I have some data modeling knowledge/experience, they stopped me. I didn't have a chance to present the PPT. At the end of the interview, one of the interviewees told me that Fidelity will let me know if my application gets to approve or reject and never ghost applicants. - Introduce yourself. - Tell us more about your work experience. - Explain and show us why you want to work in this position for the long term. 4. After finishing all interviews, I have been waiting for the decision forever. I sent two emails to the hiring manager. The first email never got replied to. After 6 weeks I've been waiting for, I sent another one to the manager. I got replied that they decided to hire the one "who currently works at Fidelity who has quite a lot of workplace investing domain knowledge. The team decided that based on the work at hand, domain knowledge was what most needed". They literally change the job requirements without any notification. The whole team and the manager have no idea about what job requirements are and what eligible applicants' backgrounds are. The application status is still "Interview in progress". If I didn't send emails to the manager continuously, they won't notice the decision. The hiring team either has no idea about the hiring process or lied about it and ghosted me. This is not a great way to treat their applicants who have high intentions to work for Fidelity. 5. I am very disappointed that they changed the requirements of the position and hired the internal employee without any notification and I still can't believe it happened in a national wide company. 6. Suggestions to the team: (1) Have effective communication with each other. (2) Know well about the job requirements and eligibilities before posting the position. (3) Notice applicants your decisions no matter it's an approval or rejection. (4) We value your time, and please value our time.