I had a highly frustrating experience with the hiring process at Infor, spanning over four months due entirely to internal misalignment, severe recruitment turnover, and a breakdown in candidate care. The process began in March when I was contacted by a Talent Acquisition representative after leaving my previous company. I went through the initial screening, cleared the technical loop, and successfully passed the first hiring manager round with a green light. My previous career history and a brief personal gap prior to March were fully discussed and cleared at the absolute beginning. We moved directly to the HR round, finalized salary discussions, and I was explicitly promised that an offer letter was on the way. Suddenly, the company implemented an internal hiring freeze and my profile was placed on hold. The initial recruiter then left the company, and because of terrible internal handoffs, my profile was completely dropped. I sent multiple follow-up messages, but my queries went completely unanswered, leaving me in limbo for four months. Despite being ghosted, I stayed patient and committed to the opportunity because I genuinely wanted to build a long-term career here. When the role finally reopened, a new recruiter contacted me, acknowledged that I had already cleared all previous rounds, and scheduled an interview with a second manager, reassuring me they would wrap things up quickly out of respect for my long wait. During this final interview, I answered every single technical question successfully. Yet, days later, I received an automated rejection. The verbal feedback from HR was shocking: I was told the manager had concerns regarding my 'stability' due to the gaps in my profile. The manager explicitly questioned why I hadn't gone elsewhere or upskilled, completely ignoring the fact that the recent four-month gap existed solely because I was patiently waiting on Infor's own internal hiring freeze and recruiter transition. Furthermore, I had spent those four months deeply upskilling and preparing specifically for this role. I knew their product so thoroughly that I explained its architecture to the manager during the interview without them needing to brief me on it. To weaponize a timeline gap against a selected candidate when your own company's freeze and internal turnover created that gap and to accuse a candidate of not upskilling when they just flawlessly demonstrated expert knowledge of your own product is deeply toxic. The internal communication and management culture here are completely broken.

The interview process consists of three distinct stages designed to thoroughly evaluate a candidate's fit for the role and the company. The first step is an HR interview, which focuses on your background, behavioral questions, salary expectations, and cultural alignment. Candidates who successfully pass this initial screening move on to the Technical interview, where their specific job-related skills and problem-solving abilities are rigorously tested. The final stage is a meeting with the Director, where the conversation centers on strategic thinking, leadership potential, and alignment with the department's long-term vision before a final hiring decision is made.

The interview process is one of a kind as it does not only focus on skills but also tries to check the virtues of the candidates. They also allow you to share situations where those values where showcased.