Screening round(coding + behavioral) and then the main loop.

I think it was a waste of time for me, should not have applied, their technical teams are not experienced at interviewing, in my case they had a relatively junior guy who did coding round, and he had not prepared the question well, i found out an issue with the question itself, he could not define the question properly, and after i had asked some clarifying questions, he had asked me to just assume some stuff, but by assuming that there is a method that exists, i could not write complete code...because of course i could not call that method, the whole interview went haywire, and as usual i was made responsible and got a reject because of "coding" rounds, i want to say to the leadership, if you want to fuel empty egos of your junior developers masked as senior engineers, then don't hire Staff engineers, if you think your junior engineers are good enough to evaluate and hire Staff engineers then you probably don't need Staff Engineers