Based on my experience applying for the CRM Developer role (and similar roles over time), the hiring process appears to prioritise candidates who already meet every requirement in full, rather than those with strong, relevant experience who could continue to grow into the role. While the job description references learning, development, and growth, these factors did not appear to meaningfully influence assessment. Applications often felt filtered at an early stage, with limited opportunity to demonstrate hands-on experience, problem-solving ability, or depth beyond exact role alignment. For a technical role, it was surprising that there was no opportunity to have a conversation with a Talent Acquisition team. A more thorough review of applications, followed by initial discussions, would allow candidates to explain their background, experience, and motivation, and give the hiring team a fuller picture beyond what can be captured in a CV alone. Feedback was also limited or absent, making it difficult to understand decision-making or improve future applications. Advice to Management: If learning and growth are genuinely valued, the hiring process could better reflect this by allowing candidates to share their experience and career story through conversation, not just application screening. Giving applicants the opportunity to speak with Talent Acquisition team would improve fairness, transparency, and the overall candidate experience, particularly for technical roles.