CEO Dan stood out: Professional, focused, and respectful. His interviews were strictly job-relevant—technical and behavioral—without prying into personal life. His passion for the work was evident (a stark contrast to others). Iona (Recruiter)—efficient, communicative, and transparent. Exhausting interview process: Multiple unnecessary rounds that were time-consuming and repetitive. Misleading "flexible hours": The policy claims you can choose hours around core times (10:30–16:30), but in practice, this translates into unpaid overtime and disrespect to personal time. Unprofessional interview tone: Negative remarks about hobbies, dismissive attitudes toward work-life balance (including criticism of Swedish norms), and disregard for basic employee rights were major red flags. Rejection reason: The absence of great enthusiasm to work unpaid overtime was explicitly cited as the reason for denial. Outdated interview approach: Relied on clichéd, "boomer"-style questions. The interviewer repeatedly boasted about working at Dyson 15 years ago and faux-psychological tactics to assert dominance. Mandatory staff training needed: Swedish labor law compliance Structured, job-focused interviews Elimination of personal life scrutiny