The process started with an initial hour-long screening call with the internal recruiter. This was mostly getting to know me and my experience, but they also sprinkled in one or two competency-based questions. These questions were very typical, along the lines of 'tell me about a time when you've dealt with a difficult direct report.'

Wrapping up, I was told that I would be put through to the next stage – a call with the hiring manager. No details of the actual interview process were discussed, and the interview was cut fairly short due to running out of time. A coordinator later followed up to book me a face-to-face meeting with the hiring manager.

A week later, I had an hour-long face-to-face (video conference due to COVID) with the hiring manager. The hiring manager did not have much time for pleasantries, nor did she want to really introduce the role or have much knowledge about the team. The interview consisted of a number of fairly quick-fire competency questions but also touched on one or two engineering questions at a high level.

The interviewer's internet connection dropped twice, meaning I sat reciting an answer to a frozen screen for a few minutes before they disconnected. This was extremely frustrating.

The interview was wrapped up by giving me the opportunity to ask a few questions, but the allotted time was fairly short to gain a meaningful insight into the team I would be joining.

Throughout the call, the interviewer failed to try and build any rapport or make me feel at ease. Moments when I sensed that my responses were going off course were not met with any friendly nudges towards the expected answer. Despite the generally negative behaviour of the interviewer, I felt that I answered the questions they posed well and would be asked to a follow-up.

Five days post-interview, I had yet to be given any response or feedback by the recruiter. I nudged the recruiter after a week but was met with radio silence. Another follow-up a week later (two weeks elapsed) to the 'Senior Talent Partner' and still no feedback. I'm amazed that a company of this calibre ghosts candidates.

Spotify really needs to consider the impact their talent team is having on their brand. It is unacceptable to leave a potential hire blowing in the wind, even if they have concluded a candidate is unsuitable for the role in question. With an army of recruiters, I refuse to believe the talent team are too stretched to show the candidate an ounce of courtesy by sending a short email with an outcome. I have spent days researching the role, company, and preparing for the interview, only to be ghosted. People are not disposable, and the world is smaller than you think. Show people the courtesy you'd like to be given and honour the company values you say you live by.

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