I applied through an employee referral.

• You should assess a project description BEFORE doing the technical round. Otherwise it felt super unfair - I passed screening, then preliminary technical interview, then wrote the project description, then 2 more technical rounds, and only then I should have been invited for a technical deep dive but the team was not interested in it. I simply wasted my time for those 2 technical rounds (1.5hr each) + your developers wasted it too.
• You should ask C++ developers to conduct technical interviews for C++ positions. It's not only about the language, but also about the position-specific questions the candidate would like to ask but the interviewer simply cannot answer. In my case all three technical interviews were conducted by Go devs - they were all super nice and the interviews went well - but they couldn't answer anything about the C++ teams in Nebius I was interviewing for. One of them didn't even know C++ teams exist in Nebius.
• Please stop ghosting, it's super rude. I spent many hours interviewing for Nebius and in the end I just wanted some little clarification on the feedback I got in the last email from the recruiter. And she simply didn't respond. Not nice at all.
• You're an AI-first company, everyone uses AI on a daily manner within your company. You know it and you encourage it. But for some unknown reason you keep asking candidates for senior C++ roles to implement a struct, or to filter some elements from a vector. I did it, not a problem, but it's just meaningless. I understand that you are flooded with the candidates and you want some way to filter them out, but I urge you to reconsider this approach, because you're optimizing for the wrong thing. Nobody writes such simple structs/algorithms in their day-to-day duties nowadays, so nobody should be tested for it. Modernize your process.
• Stop searching for a perfect candidate. Do not waste your devs' time. If somebody is good enough, just hire them outright. Do one technical conversation interview, discuss person's experience, see where they can help out with your current tasks, and then simply give them a probation period. See how they perform in the ACTUAL work, and then fix your relationships if happy! Do not waste time, keep building and pushing!