While I appreciated the interviewers' structured approach and professionalism, the final outcome left me with a disappointing impression. Below, I outline my interview experience: 1) Assessments with an external provider (120 questions Personality Test and 20 questions Logic Test), 2) Pre-Screening Interview with HR, 3) Codility Online Assessment, 4) Technical Interview with Team and Tech Lead, 5) Management Interview with Team and Tech Lead, 6) Reference Checks - Conducted by HR, 7) Casual Call with the Engineering Director, 8) Final Offer Discussion with Team Lead. Key Issues: 1) Despite successfully passing all rounds, the final offer was significantly lower than the compensation discussed with HR at the start. The justification given was that "this is due to salary standards in Sweden's IT market"—a factor that should have been considered before putting a candidate through an extensive process. 2) If salary expectations were misaligned with the hiring team’s budget, the process should have been stopped earlier to avoid unnecessary time and effort from both sides. 3) Opera emphasizes having a strong culture, but neither HR nor the team took ownership of this internal misalignment. A simple acknowledgment of the issue would have demonstrated more professionalism. Final Thoughts: If you're considering an opportunity at Opera, be aware that salary discussions with HR may not reflect the final offer. The interview process is well-structured, and the team is highly skilled, but there seems to be a disconnect between HR and the hiring managers regarding compensation. This misalignment can lead to wasted time and frustration, especially for candidates considering international relocation. --- Would I recommend the interview process? Yes, if you align on salary expectations directly with the hiring team, not just HR. Otherwise, you risk going through a long process only to receive an offer misaligned with your expectations.