The recruitment process for a Manager-level position was excessively lengthy and disorganized. It began in late January and spanned over two months. Despite reaching the final interview stage and being told I was a top candidate, the follow-up was non-existent. Key Issues: Excessive Pre-Interview Requirements: Before even reaching the F2F stage, I was required to gather and submit an extensive list of personal and professional documentation. This was highly time-consuming for a stage where a firm offer hadn't even been discussed. Prolonged Timeline (Jan – March): The lead time from the initial screening to the final decision was nearly 9 weeks. In a competitive market, this speed of execution is significantly below industry standards for MNCs. Lack of Proactive Communication: Despite my status as a finalist, there was zero proactive follow-up from HR or the Hiring Manager. I had to chase for updates, only to receive a formal rejection nearly two months after the process started without concrete reasons. Internal Misalignment on Budget: My expected salary was clearly stated on my CV from the very beginning. However, during the final stages, the HR Manager claimed my expectations were "too high." If the budget was a constraint, it is highly unprofessional to invite a candidate for multiple rounds and a F2F interview. This demonstrates a significant lack of internal communication between the hiring department and HR.