The process consisted of a pre-interview numeracy test, followed by a Stage 1 interview that included a chat about myself and the role, along with logic puzzles. Stage 2 was split into a 15-minute chat with another programmer, a 25-30 minute database and SQL exercise, and a 45-minute final interview with the CEO. Be aware that even if you excel in all other components, the CEO may unexpectedly introduce additional random logic puzzles at the final stage - something that was not communicated beforehand. This last-minute addition felt unnecessary and unrelated to the role. Based on my experience and the feedback I received, I got the impression that the company placed more value on how well candidates could solve on-the-spot logic puzzles than on their actual technical ability. The way these puzzles were used made the process feel less like a genuine skills assessment and more like an arbitrary filtering tool. It left me questioning how fairly candidates were being evaluated and whether the hiring process was truly designed to identify the best person for the job.