I was approached by HR based on my older resume, which was in their database. The opening was for Bangalore, and the HR did not verify if the resume with them was the latest one, nor did they verify my current location. While setting up the initial round, I was requested to come down to their office. It was then that the HR realized I am based out of a different city, and all subsequent rounds were shifted to video calls.

The entire process had four rounds of interviews. Two were domain-based, the third was with the hiring manager and was part technical, and the final round was with HR. This entire process took a little more than a month. Initially, the turn-around time in setting up interviews was less, and replies to emails were quick, probably because the vacancy had to be filled on an urgent basis.

After clearing all three technical rounds, I had a discussion with the head HR. Until this point, my expected salary range had not been discussed even once. The discussion began with a declaration from the HR that Cisco would not negotiate on salary and that I had to quote one final amount. My initial expectation was too high for them, so I asked what their budget was, as there was no point in my quoting an expectation that could not be fulfilled. However, HR refused.

Finally, based on my experience and company know-how, I gave my final expected compensation, and HR requested my last three payslips and other documents.

This is where things get interesting. Having spent a month and having seen prompt replies from their side due to the urgency, there was suddenly radio silence. On the 10th day after the last call, I sent an email asking for an update and was informed that my application had been put on hold. A week after that, I was told that my application had been rejected, and no explanation was provided. However, I didn't need one, as it could only be because of budget limitations.

Now, I have no issue with my candidature not being taken forward because of this. The issue lies with the same old, universally despised approach HR takes during this entire process. In the beginning, replies are quick, and they push the candidate to give interviews as soon as possible. But as soon as you fall off their radar, they lose all professionalism and stop replying.

If Cisco follows a no-negotiation policy, then before starting the first round, ask the candidate about their expectations. Spend two minutes understanding if they fit within your budget. At least do your due diligence and check where the candidate is based, especially if the requirement involves in-person interviews. Why waste your own time, the candidate's time, and the time of all stakeholders who conducted the interviews, only to reject the candidate based on budget?

The candidate lost a good profile, and the hiring team, having liked the candidate, lost a good team member, just because the HR team, knowing Cisco's no-negotiation policy, left the primary deal-breaker checkpoint until the end instead of filtering out candidates based on this right at the beginning.

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