1. The interview process was poorly communicated. HR stated clearly that the interview would involve a coding test, but the interviewer suddenly demanded a research presentation with no prior notice. Preparing a presentation is not something anyone can do in a few seconds, and asking for it on the spot is unreasonable. If a presentation was expected, candidates should have been told upfront. 2. The coding test was equally confusing. Instead of using one of the programming languages listed in the job description, the interviewer introduced a completely unfamiliar, custom-made language. No explanation, no documentation, and no adjustment time. Expecting candidates to instantly understand a language they’ve never seen before is unrealistic and unfair. 3. There was also a major language barrier. The interviewer was unable to communicate effectively in English, which made it extremely difficult to understand the questions or have any meaningful technical discussion. For an international research role, this is a basic requirement, and the lack of it significantly affected the interview quality. Overall, the process felt disorganized, unprofessional, and disconnected from what HR communicated. Clear expectations, proper interview structure, and interviewers who can communicate in English are necessary if Rakuten wants to attract serious research talent.