Went through the process twice - first time they made an offer but I declined, the 2nd time they chose not to make an offer. Screen call - recruiter didn't have the knowledge to qualify me for the role. Communication with her was very poor and she was even sarcastic at times Manager interview - no issues with this part, fairly straight forward Role play exercise (1st application) - Found the brief to be lacking, the resource they provided was hugely overkill (60+ slides) and it was quite difficult to deliver the presentation without much context of how partnerships work at Lightspeed. The slide deck they had provided was purely product focused and I think intentionally bulky to allow you to show initiative but I found it be incredibly time consuming whilst missing key information. Director interview (2nd application) - The director was extremely rude, didn't allow me to introduce myself and then kept interrupting my answers asking for more context. Had he allowed me to introduce myself and my recent roles, this might have been more apparent. Furthermore, they asked for answers to be prepared in a very specific format (STAR Method) prior to the interview but without providing the questions. I found this not to flow very well and they seemed frustrated when I wasn't able to answer their questions in the desired format, questioning the preparation I had put in. When I explained I had many answers I had prepared that weren't relevant to their questions they didn't seem interested. Result of the 2nd application was no offer as they felt I did not prepare. This statement is incorrect. I found the whole process to be slightly odd and I believe they are missing a few tricks which will prevent them from attracting, hiring and retaining key talent in this industry. The director was extremely dismissive and from what I can gather is new to Lightspeed, SaaS, technology and the cloud so I'm scratching my head a bit. Brute force alone will not equal success. It's a shame because I'm a fan of the Lightspeed products.