A recruiter reached out to me on LinkedIn for a Strategy & Operations Manager role and scheduled an initial screen call. The process included two assessments (SHL cognitive test and a workstyle survey), followed by a screening interview focused on experience and problem-solving. The main issue was the accuracy and consistency of the feedback provided after the interview. I was rated as “Poor” with a “No Hire” decision, with feedback citing: poor communication and poor structure lack of data/KPI-driven experience underqualification and insufficient technical skills This feedback does not align with either my background or the discussion in the interview. For context: I currently own and run a global programme within a large financial services organisation, covering KPI framework design, reporting, and operational performance I have almost 7 years of experience, while the role required 2+ My work includes SQL, Power BI, data modelling, ETL, and dashboard development from scratch, as well as defining and improving KPI frameworks across teams I discussed these areas clearly in the interview, including end-to-end ownership from requirements gathering through to data engineering and reporting Despite this, the feedback stated I was not “data/KPI driven” and lacked technical skills, which is inconsistent with both my experience and what was discussed. Additionally, the interviewer’s notes actually reflected structured answers and detailed examples, yet the summary concluded “poor structure” and “poor communication,” which is contradictory. The rejection reason also included “underqualified,” which is difficult to reconcile given my experience level and direct alignment with the role. Overall, the experience felt highly subjective, with multiple inconsistencies between the recorded feedback, the interviewer’s notes, and my actual experience. It raises concerns about evaluation quality and potential bias in the screening process.