I recently interviewed for a Tech Lead position with this company, and while the opportunity seemed promising at the start, the overall experience turned out to be quite frustrating. From the beginning, both sides seemed aligned. The role’s budget range was acceptable to me—especially since I’ve felt underpaid in my current role compared to the level of work and responsibility I’ve been handling. They agreed that my experience and skill set justified the compensation I was aiming for, and we moved forward smoothly. During the initial stages, the company asked for personal documents—such as payslips, competing offer letters, and other financial records. While I was fully comfortable sharing educational credentials and any background verification details, I mentioned that I’d prefer to share financial documents only after receiving a formal offer. They agreed to this and proceeded with the process. I went through multiple rounds of interviews—technical and otherwise—and eventually reached the HR round. We discussed all aspects of the role, including company policies, which I agreed to despite them being largely company-centric. Everything seemed set. But then, unexpectedly, the HR repeated the demand for payslips and offer letters and made it clear that without sharing them, my profile wouldn’t be considered further. I reminded them that this had already been discussed and agreed upon. If the company believed I was the right fit and the budget had been settled, why fall back on financial history as a basis for moving ahead? I decided to walk away. For me, compensation should reflect what someone brings to the table—not what they were paid in a previous role. The insistence on these documents, even after agreement and after so many rounds of evaluation, felt like a breach of trust and a poor reflection of company values. What’s even more disappointing is the time investment: almost a month of conversations, interviews, and follow-ups—only for the process to be stalled over something we had already resolved. It’s concerning when a company emphasizes employee compliance through things like probation periods and strict agreements but doesn’t show equal consideration for candidate dignity and safety. Final thoughts: Companies need to realize that trust and fairness should go both ways. If you agree to a hiring process—honor it. Candidates deserve clarity, consistency, and respect, especially after investing significant time and effort.