A frustrated job seeker recently shared his exhausting campus placement ordeal on the subreddit Indian Workplace, describing how a long and tedious selection process with a reputed global bank pushed him to the edge. After enduring eight rounds of interviews, he deliberately failed the final HR interview out of sheer fatigue and disillusionment, later feeling relieved that he wasn’t chosen.
The candidate explained that the process took place during his college recruitment drive, where he had applied to several prestigious firms. Among them was a leading international bank known for its work culture and brand reputation, making it a dream company for many. He had genuinely aspired to secure a position there, seeing it as a promising start to his professional journey filled with global exposure and valuable learning opportunities.
On the day of the interviews, he was asked to report at 9 a.m. and was told that there would be “a few rounds” to determine which team would be the best fit for him. Assuming this was standard procedure, he agreed, unaware that the ordeal would stretch throughout the day. The corporate hierarchy, as he later explained, generally runs from Analyst (Level 0) to Associate (Level 1), followed by Assistant Vice President or Vice President (Level 2), and then Director or Managing Director (Level 3)—the final authority.
Unexpectedly, his very first interview was with a Level 3 executive—the highest decision-maker. Being fresh and energetic in the morning, he gave his best performance. The panel quizzed him on finance, hobbies, and personality-based questions, and he handled every query with confidence. From their expressions, he felt he had already secured the position. Relaxed and satisfied, he waited outside, mentally celebrating his success and imagining his first salary.
However, his optimism quickly faded when he was informed about another interview—this time with a Level 2 executive—scheduled in 30 minutes. Assuming it was for a team compatibility check, he participated willingly and performed well again. But soon after, more rounds followed, each asking nearly identical finance questions disguised in slightly different forms. What began as enthusiasm soon turned into irritation.
By the fifth interview, he was mentally drained and physically hungry, having skipped meals all day out of nervousness about maintaining fresh breath during the sessions. Meanwhile, the interviewers enjoyed their lunch as he kept getting shuffled between rooms for yet more rounds. After seven interviews, he felt like a zombie, struggling to stay awake. Finally, the HR round began with standard questions like “Why do you want to join us?” and “Where do you see yourself in five years?”—and that’s when his patience snapped.
In his worn-out state, he gave blunt, brutally honest answers, which the panel clearly didn’t appreciate. Predictably, he was not selected. Yet, instead of regret, he felt relief.
Reflecting on the experience, he concluded that if senior leaders need multiple layers of validation for a single hiring decision, it reflects a lack of confidence and clarity in the organization’s structure. He criticized the redundancy of repeated concept-based questions and urged firms to streamline their processes.
He finally revealed that he already had another job offer from a different company, so he had nothing to lose—except a higher salary and a few corporate perks. Many Redditors agreed that eight interviews for an entry-level position were excessive, calling the process inefficient and draining. Others pointed out that such firms conduct multiple rounds to assess teamwork and cultural fit rather than just technical skills. Regardless, his story struck a chord with many who saw it as a reflection of modern recruitment’s growing inefficiency and burnout-inducing nature.
The candidate explained that the process took place during his college recruitment drive, where he had applied to several prestigious firms. Among them was a leading international bank known for its work culture and brand reputation, making it a dream company for many. He had genuinely aspired to secure a position there, seeing it as a promising start to his professional journey filled with global exposure and valuable learning opportunities.
On the day of the interviews, he was asked to report at 9 a.m. and was told that there would be “a few rounds” to determine which team would be the best fit for him. Assuming this was standard procedure, he agreed, unaware that the ordeal would stretch throughout the day. The corporate hierarchy, as he later explained, generally runs from Analyst (Level 0) to Associate (Level 1), followed by Assistant Vice President or Vice President (Level 2), and then Director or Managing Director (Level 3)—the final authority.
Unexpectedly, his very first interview was with a Level 3 executive—the highest decision-maker. Being fresh and energetic in the morning, he gave his best performance. The panel quizzed him on finance, hobbies, and personality-based questions, and he handled every query with confidence. From their expressions, he felt he had already secured the position. Relaxed and satisfied, he waited outside, mentally celebrating his success and imagining his first salary.
However, his optimism quickly faded when he was informed about another interview—this time with a Level 2 executive—scheduled in 30 minutes. Assuming it was for a team compatibility check, he participated willingly and performed well again. But soon after, more rounds followed, each asking nearly identical finance questions disguised in slightly different forms. What began as enthusiasm soon turned into irritation.
By the fifth interview, he was mentally drained and physically hungry, having skipped meals all day out of nervousness about maintaining fresh breath during the sessions. Meanwhile, the interviewers enjoyed their lunch as he kept getting shuffled between rooms for yet more rounds. After seven interviews, he felt like a zombie, struggling to stay awake. Finally, the HR round began with standard questions like “Why do you want to join us?” and “Where do you see yourself in five years?”—and that’s when his patience snapped.
In his worn-out state, he gave blunt, brutally honest answers, which the panel clearly didn’t appreciate. Predictably, he was not selected. Yet, instead of regret, he felt relief.
Reflecting on the experience, he concluded that if senior leaders need multiple layers of validation for a single hiring decision, it reflects a lack of confidence and clarity in the organization’s structure. He criticized the redundancy of repeated concept-based questions and urged firms to streamline their processes.
He finally revealed that he already had another job offer from a different company, so he had nothing to lose—except a higher salary and a few corporate perks. Many Redditors agreed that eight interviews for an entry-level position were excessive, calling the process inefficient and draining. Others pointed out that such firms conduct multiple rounds to assess teamwork and cultural fit rather than just technical skills. Regardless, his story struck a chord with many who saw it as a reflection of modern recruitment’s growing inefficiency and burnout-inducing nature.
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