I interviewed for the Account Executive role at Gosselin Group. The process was unfortunately not what I expected. The communication in English was challenging, and I was asked personal questions (such as reasons for moving to the Netherlands, marital status, and family plans) that didn’t feel relevant to the role. After following up, I didn’t receive any response. Clearer communication and more role-focused interviews would make the experience much better for candidates.

It began with a recruiter showing interest in my profile, followed by a very positive HR interview that provided valuable insights into the company. However, a brief interview with the team lead and manager left me wanting more in-depth discussion. What stood out in my experience was the confusion regarding the language requirement. Despite confirming multiple times with the recruiter, HR, and the manager that Dutch proficiency was not necessary, they ultimately chose a candidate who could speak Dutch. This unexpected deviation from their initial assurances was disappointing. It's worth noting that if the ideal candidate truly needed fluency in Dutch, English, Mandarin, and even Cantonese, then their decision is understandable. Nevertheless, the inconsistency in communication regarding this requirement left me somewhat disappointed. The final blow came in the form of a scheduled rejection call, stating that it wasn't a personal decision, but they prefer a Dutch-speaking candidate.