I recently completed a three-stage interview process for a Sr. CSM role. The process began with an initial HR interview, followed by a second interview with the Director of Customer Success, and concluded with a final interview with the Senior Customer Success Manager, who is currently on maternity leave and whom I would have temporarily replaced. The first two interviews were well-structured and professional, which set clear expectations and provided valuable insights into the company culture. However, I encountered some challenges during the final stage. Conducting the final interview with the person whose role I was slated to fill felt unconventional and may have introduced an element of subjectivity. In my opinion, having a panel or involving a more senior leader, such as the Director of Customer Success, could offer a more balanced perspective. Additionally, although the assessment portion did not require a presentation, I took the initiative to prepare one to better showcase my capabilities. While I did receive positive comments about my presentation, it appeared that there was limited follow-up or engagement with my work during the interview. This lack of detailed discussion left me uncertain about the criteria that ultimately led to the decision. Overall, while the initial stages were handled very professionally, the final stage could benefit from additional structure and clarity. I believe that refining the process to ensure consistency and objectivity across all stages would greatly enhance the candidate experience.