"I recently attended an interview for a managerial position, expecting a balanced assessment of both technical skills and leadership qualities. Traditionally, for such roles, the industry leans towards evaluating candidates with a focus of 40% on technical skills and 60% on leadership capabilities. However, my experience deviated significantly from these expectations. The questions posed during the interview were predominantly technical and did not adequately address the managerial aspect of the role. This approach led me to believe that the interview panel consisted mainly of technical engineers. While their expertise in technical areas is undoubtedly valuable, it appeared they might not have been the most qualified to assess candidates for a managerial position. The absence of questions related to leadership skills, strategic thinking, and team management was a notable gap, considering these are crucial components of the role in question. This experience suggests a potential area for improvement in the interview process for managerial positions. Incorporating a more balanced mix of questions that evaluate both technical knowledge and leadership abilities would provide a more comprehensive understanding of a candidate's suitability for managerial roles."

I recently interviewed for the Cyber Security Manager position. During the interview, I encountered some concerns regarding the conduct of the interviewers. There were moments in the conversation that I felt were openly racist, and favouring the nationality of the interviewer & hr rep. I was particularly surprised by the lack of intervention from the HR representative present during these instances. On a positive note, the questions posed were very easy, even though they weren't related to the role at all. The overall experience was overshadowed by the interviewer's conduct, which I believe did not align with the professional standards expected in a recruitment process. I notified the recruiter that I won't be pursuing this role or any employment at this company