Suggested Title: Confusing and Unprofessional Recruitment Process Review: I was contacted by a recruiter on LinkedIn on October 16. She sent me a few tests and asked for information that I consider irrelevant to a hiring process, such as “Why did you leave each company you worked for?” and “What were the reasons for your departures?” These questions make little sense—especially before meeting the candidate—and feel quite invasive. On October 22 I asked for a response by that same day, but I only heard back on October 24, when the recruiter—despite my earlier request to withdraw from the process—sent me a LinkedIn message inviting me to an interview. The interview was conducted by the company’s Recruiter Lead, a woman, and felt like I was speaking with an AI: a robotic rapport with no cultural insight into the organization (even when I asked). She asked basic facts that were already on my résumé—my years of experience and where I live—without any situational, STAR‑style, or behavioral questions. It was essentially a checklist call. After the interview on October 24, I received no further communication from either the recruiter or the Recruiter Lead. This experience reflects a broader issue within Infotree’s Talent Acquisition team: a lack of empathy for candidates, overly scripted processes, and little regard for candidate experience. In other parts of the company, people make jokes about partnering with HR Services, suggesting that the internal perception isn’t much better. Conclusion: The recruitment process needs a thorough overhaul to become more human, transparent, and aligned with best‑practice hiring standards. Invasive questions and shallow interviews damage both the company’s reputation and the candidate’s experience.

The first interview, easy questions about the experience. The level of proficiency in German. Nothing complicated. Honest interviewer. The next step should be an interview with a Recruiter that speaks German