I received an email from my manager asking for my availability for a phone screen. It was a 45-minute interview.

After clearing that round, I was asked for my availability for a second phone screen. This was a 30-minute interview, stressing state machines and Verilog coding.

Then, I was invited for an on-site interview at the San Jose office. It had six rounds of technical screening and one HR round.

Due to a lack of coordination between team members, after the first round, the interviewer was waiting for a second team member to come and take the interview. Since no one showed up even after 10 minutes, she exchanged a few emails between team members, and finally, the manager arrived after 15 minutes.

After that, the interview went smoothly with other team members. I was asked basic questions on Verilog, SystemVerilog, C++, and Computer Architecture. I was able to answer all the questions except two or three in the whole interview.

Even then, I was rejected solely because I had been unemployed for the last three months. Meanwhile, a few of my friends, who were not able to answer many questions, were selected for the job.

This is a very bad way of judging candidates. Just because someone has been unemployed for the last couple of months doesn't make them a bad candidate. Candidates should be selected based on the knowledge they possess, not on their previous employment status.

Difference between blocking and non-blocking statements.

Difference between tasks and functions.