Real, anonymous reports from people who interviewed for UX/UI Designer at Rh Aero Systems, newest first and distilled into what to expect across the loop.
My process started with a recruiter-style first step, but it quickly turned into something much bigger and longer than I expected. I spoke with multiple interviewers across different levels of the organization, and the pattern felt bureaucratic—like decisions moved slowly and required a lot of alignment. Even when the conversations themselves took time, I could feel how much the process depended on internal loops rather than a smooth evaluation.
After a recruiter call, I moved into a sequence of early conversations that felt a little disconnected from design—more customer-relations than craft-focused. Once I got through those initial chats, I was handed an assignment with a deadline of about a week to complete. It was framed like a real step toward the role, but the overall flow made the process feel odd and stretched out rather than tightly organized.
The interview process is lengthy and can feel bureaucratic, with multiple touchpoints and a lack of clear communication about the timeline and next steps. Candidates often experience delays and a drawn-out rhythm that can lead to frustration.
Candidates are required to complete a design project assignment with a week-long deadline, which becomes a central focus of the evaluation process. This assignment demands significant time and effort, often leading to follow-up discussions that can feel uncertain.
The early stages include conversations that may feel disconnected from design, focusing instead on customer relations and cultural fit. Candidates often feel optimistic about their fit based on these discussions but may find the process lacks clarity.
Candidates present their portfolios and engage in structured evaluations of their design approach, which can include spontaneous project assessments. This part of the process aims to gauge candidates' instincts and design thinking in real-time.
There is often a lack of follow-through and closure at the end of the process, leaving candidates feeling ghosted or without clear feedback. This can lead to disappointment, especially after positive interactions during the interviews.
Candidates may encounter personal factors affecting their candidacy, such as appearance-related guidelines that can overshadow their qualifications. This aspect can lead to unexpected rejections based on subjective criteria.