'Sometimes, not getting job isn’t the loss': Candidate who waited all day for last-round interview walks away after CEO gets late

A candidate has described an experience at a walk-in recruitment drive for a software development engineer role at a company, highlighting long waiting hours, limited communication and an interview that ended within seconds. The account, shared online, outlines the sequence of events during a hiring process that saw around 100 candidates participate.

The drive was scheduled to begin at 11 am and included a group discussion, two technical rounds, a senior-level interaction and a final round with the chief executive officer.

Selection rounds and delays

According to the account, the process began as planned. The candidate cleared the group discussion and completed the first technical round by around 2 pm. After a break, the second technical round concluded at about 4 pm, by which time most participants had finished their evaluations.


Out of approximately 100 candidates, only six were shortlisted for the final round with the CEO. However, the process slowed significantly thereafter, with no clear communication provided to candidates regarding delays.

The waiting period extended from 4 pm to beyond 6 pm. Several candidates reportedly left due to fatigue, prior commitments or uncertainty about the schedule. The CEO round eventually began at around 6.45 pm.

It was later indicated that the delay occurred because the CEO was occupied in meetings.

Brief interaction during final round

The candidate stated that after waiting through the day, they expected a detailed discussion about their qualifications and experience. Instead, the interaction was brief.

According to the account, the interviewer reviewed the resume and remarked that it was not clearly visible. The candidate responded that the content was readable. The interaction then concluded immediately, with no further questions or discussion.

The candidate described the experience as confusing and disappointing, noting that the interaction lacked evaluation or engagement.

Offer details and concerns

Following the interview, the candidate reflected on the terms associated with the role. These included a compensation of 3 lakh per annum, a stipend of ₹15,000 per month during a six-month training period, a bond of 2.5 years, a penalty of ₹1.5 lakh and a requirement to submit original documents.

The candidate indicated that these conditions reinforced concerns about the overall hiring process and workplace expectations.

Reaction

Online responses included comparisons with more structured hiring processes. One user cited their interview with a Gulf-based airline in 2023, where scheduling was flexible, communication was timely, and the process was completed within defined timelines with HR guidance. The user said the interviews focused on role fit and personal attributes rather than formal jargon, and resulted in a significant salary increase. They added that organisations that respect candidates’ time and maintain professionalism during hiring are more likely to offer healthier work environments.

Another response stated that all six shortlisted candidates considered themselves overqualified for the role and chose not to accept the offer. The user added that current job market conditions are difficult and alleged that some companies overestimate their standing despite such experiences.

A separate user said they had faced a similar situation, waiting nearly seven hours for an interview scheduled at 11 am, which left candidates exhausted and frustrated by the time they met the interviewer. The user suggested exploring opportunities through Amazon, adding that referrals could help candidates navigate the hiring process more effectively.

Another comment criticised hiring practices, stating that some companies fail to respect candidates’ time during interviews but later express concern on professional platforms such as LinkedIn when candidates decline offers shortly before joining. The user added that such last-minute rejections may reflect candidates’ experiences during the hiring process.

One response argued that walk-in drives are often unsuitable for experienced professionals, describing them as time-consuming and better suited for freshers. The user added that experienced candidates should assess their value before opting for such recruitment formats.