Two interview processes, the first one is behavioural questions. The second one is a live demo project and you have to answer the questions they ask in the code. First one went well and there were two people and it went well.But the second one  also had two people and the interview did not go well. 

First, an online test was conducted and then they shortlisted 20 people out of it. Then, a virtual interview was conducted which contained questions on OOPS, C++, Projects and 2 Easy Coding problems Next, a virtual HR interview was conducted which contained Behavioral questions and some questions on projects from my Resume. There were only 3 rounds, all the rounds are virtual and happened in one day.

I recently interviewed for the Solution Architect – Kafka Streaming role at this company, and unfortunately, the experience was quite disappointing. The interview was rescheduled multiple times due to panel unavailability, which indicated a lack of coordination and professionalism from the outset. When it eventually took place, the session was led by an HR representative who appeared to have limited understanding of the technical domain. The conversation felt scripted and lacked the depth required for a senior-level architectural discussion. Additionally, communication challenges—partly due to language barriers—made the interaction even less productive. It would have been more appropriate to delay the interview until a qualified technical panel was available rather than proceed with a superficial screening. Following the interview, I proactively shared relevant questions and thoughts aligned with the job description, but I received no acknowledgment despite multiple follow-ups. This lack of engagement further raised concerns about the overall hiring process. I genuinely hope the organization reevaluates its approach to senior technical hiring. A well-structured, technically robust, and respectful process is essential to attract and assess experienced professionals effectively.