Title: Misleading Hiring Process and Arbitrary Rejections I recently went through an extensive interview process at Auros Global. After multiple interview rounds covering strategy, leadership, and technical skills, the firm suddenly introduced a Hacker Rank style test as the final step. This was not disclosed in the initial selection process outlined by HR. After informing them that while I was sufficiently good at coding to do my job (where coding is just a small part of what I do), I was not capable of passing a full hacker rank style coding test as the python coding I do is in quite a restricted range that is pertinent to the tasks I have to perform. I was assured that the test was not a pass-or-fail exercise but merely an assessment of my coding level. Usually getting to the point of being able to pass such tests requires 2-3 months of prep for dedicated coders. Trusting their representation, I took the test, completed some of the problems with strong scores but then ran out of time to complete the rest. I had never taken such a test before and it is never usually requested. Shortly after, I was notified that I had been rejected explicitly for "failing" the test. This directly contradicted their earlier statements, demonstrating a lack of transparency and good faith. I later learned that the company imposes these coding tests even on non-technical candidates, including roles explicitly requiring no coding. ### Lack of Transparency in Selection Criteria The company misrepresented the nature of the test, only to later use it as grounds for rejection. This ambiguity suggests a disorganized hiring process or arbitrary decision-making. Candidates deserve to be informed upfront so they can make an educated decision about whether to proceed. ### Wasted Time & Resources Had the company been upfront about the role of the test, I would not have taken it nor spent a week preparing. Misleading candidates into investing time under false pretenses is unprofessional and disrespectful. ### Questionable Hiring Practices The firm appears to be dominated by young coders in their 20s, fresh out of college and no doubt having primed themselves over many months to pass Hacker Rank style tests. I doubt any of their senior staff at C level (like myself) and not fresh out of college could pass the same test. I would be curious to see the C level officers in the firm make the attempt and what the result would be. This raises several concerns: - **Flawed Evaluation of Talent** – Expecting experienced professionals to perform like recent graduates who have spent months prepping for coding tests shows a lack of understanding of leadership and industry expertise. - **Inexperience in Managing Talent** – The firm seems to lack proper criteria for assessing seasoned professionals, relying on arbitrary coding tests instead of evaluating strategic thinking or risk management. - **Narrow and Homogeneous Culture** – The hiring approach creates a workforce with limited diversity in thought and experience, potentially affecting decision-making and adaptability. - **Red Flag for Future Growth** – A company structured this way may struggle to attract and retain experienced professionals, limiting its ability to scale effectively. Additionally, Auros Global reportedly required a $20 million bailout 18 months ago, raising concerns about its stability and risk management. For anyone considering a role here, be prepared for last-minute assessment surprises and unclear evaluation criteria. The process seemed more like an arbitrary filter than a well-thought-out hiring strategy, reflecting poorly on the company's respect for experienced professionals.