1. Screening call with the Talent Acquisition Manager Straight forward and told me everything i needed to know before committing. It was working on the Car & Classic product Cazana bought a few year back. 2. Interview with hiring manager (product area) Friendly and welcoming chat with the hiring manager who was new to the company. 3. Design task UX audit of a current user journey. 4. Present to the hiring manager, a head of (technical area) and a c-level (product area) This is where I think it fell through for me. I didn't do my due diligence and look into the background of the highest ranking person in the room. I naturally assumed they would have a product background. I also assumed they would care more about measurable results and how a good UX can play into that. So I only produced rough wireframes and slides and the person at c-level sat in silence barely engaging. I don't think he was impressed. It later discovered they had a strong graphic design background. So I was barking up the wrong tree! After this I was rejected with a templated "we’ve decided to move forward with other candidates who have skill sets and experience more aligned with what we’re looking for in the role" I was really gutted as it could have been fun and there's some real potential for growth. My only criticism was both screening and hiring manager were weeks old to the company and the decision maker was at the end of the process after I had spent HOURS!