I recently went through an extensive interview process with Magic Bricks, which lasted nearly a month and involved five rounds, including the HR round. Initially, I was approached for a position in Noida, and after completing two rounds, I was informed that the role had been closed through an internal job posting (IJP). Subsequently, my application was processed for a position in Gurgaon. During the fourth round, I was asked to attend a physical interview on very short notice. Since I was traveling, the company arranged a virtual interview with the National Sales Head. Following this round, I was informed that there were concerns regarding my team-handling capabilities and communication skills. However, they still proceeded with the final interview with the Business Head and CMO. After the final round, I was shortlisted, and the company collected my documents for salary negotiation. A week later, I was informed that they had finalized another candidate. This experience raised concerns about the company’s decision-making process, as it took them almost a month to reach a conclusion, despite multiple rounds of interviews and document collection. I believe organizations should ensure a more structured and transparent hiring process. If internal referrals and recommendations are the primary hiring criteria, it would be more professional to communicate this upfront rather than engaging external candidates in an extensive process. Additionally, shortlisting a candidate, collecting documents, and then rejecting them reflects poorly on the company’s hiring practices. I hope this feedback helps improve the candidate experience in the future.