The first round was a brief discussion with HR that included a mix of skills-based questions. I was asked about my understanding of the company and how I would contribute to improving it. The second stage involved a take-home assessment, which was somewhat challenging. Although there was one part I was not entirely comfortable with, but was informed that coding skills were not required only a willingness to learn so I did my best. The third interview took place on site. The atmosphere was relaxed and both interviewers were approachable and easy to talk to. However, much of the discussion revolved around my CV, almost as if I was going through another screening round. The conversation about the take-home assessment was brief and lacked depth or meaningful follow-up. I was told there would be a final interview with the CEO, but I did not progress to that stage. The feedback was that I might not be “happy” in the role due to my leadership background a conclusion that could have been reached much earlier in the process. This raised concerns about the coordination of their HR function. Overall, I found the process unnecessarily long for a relatively junior position. While larger corporations typically limit interviews for working student roles to two rounds, this start-up conducted three stages plus an assessment. It suggested that their hiring approach is still developing and that they may not yet have a proper HR culture.