The hiring process involved a screening round with a manager, followed by a panel interview.

The screening round aimed to understand the candidate comprehensively, rather than focusing on a specific area. The interviewer was professional and asked pertinent questions suitable for a managerial role.

Ten days later, the recruiter sent an email stating that they could not offer me employment.

I acknowledged the email and requested feedback to understand the assessment. I never heard back from the recruiter, which surprised me. I believe it is a fundamental responsibility of any organization to provide feedback on a candidate's interview performance. Boasting about values is meaningless if they are not practiced.

1. What have you gained from your current organization?

2. How do you maintain transparency with your reports?

3. What do you expect from a principal engineer?

4. How do you contribute from a technical standpoint?

5. What have you contributed in the several roles you've played within your current organization?

6. How have you handled people issues?

... and a few more on the same lines.