One part of the process involved a 1 hour cultural fit/behavioural interview. I understand the importance of assessing team fit, communication style, and motivation, especially in a smaller company where collaboration matters. However, the format felt quite intense for what was described as a cultural or behavioural discussion. At certain points, it was difficult to tell whether the panel was trying to understand my fit for the team, test my confidence under pressure, or evaluate my technical understanding indirectly. A clearer structure or explanation of the interview expectations would have made the experience more productive. There were also moments during the interview where some people appeared to be laughing or reacting in a way that made the interaction feel uncomfortable from the candidate side. I do not want to assume negative intent, and it may simply have been internal team dynamics or an awkward moment, but during an interview, those small behaviours can strongly affect how a candidate perceives the professionalism and psychological safety of the process. Interviews are already high-pressure situations, and candidates are trying to present themselves clearly while also assessing whether the company culture is a good fit for them. Another area that could be improved is communication after the interviews. Follow-up communication and timelines could have been clearer. When candidates invest time in multiple rounds, especially when one round is a longer behavioural/cultural fit interview, it is helpful to know where they stand, what the next steps are, and when they can reasonably expect an update. Even a brief update can make the process feel more respectful and organized.