I went through a two-stage interview process with Privalgo. The first interview was face-to-face and went very well. During the conversation, the interviewer mentioned that they hadn’t met many candidates like me and even said they would like to give me the offer. However, they also stated that their “gut feeling” was telling them to wait before making a decision. The next day I was asked to complete a cold-calling exercise as part of the process. Shortly after, I was informed that they would not be moving forward with my application. What stood out to me was that the decision appeared to be based primarily on a “gut feeling,” despite the positive feedback shared during the interview. While I understand that hiring decisions can involve subjective judgement, relying on intuition rather than clear criteria can make the process feel inconsistent for candidates. I was also told I would receive a formal confirmation of the decision, but I never received a follow-up email. Overall, the interview conversation itself was engaging, but clearer structure, objective evaluation criteria, and proper follow-up communication would improve the candidate experience.