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From Achievement to Abrupt End
The individual had secured an offer of 15 LPA, a considerable leap from his previous salary of 8.5 LPA. The selection process itself was rigorous, consisting of three demanding rounds, and clearing them felt like a personal milestone. In the early weeks, everything appeared promising—he was contributing code, launching new features, and even seeing his work function in live production environments. But his enthusiasm was quickly dampened when his manager informed him that his contributions would not be utilized. Within days, he received a termination letter, devoid of explanation or constructive feedback.
A Flood of Interview Duties
What made the episode even more peculiar was the sheer number of interviews he was expected to conduct during his brief tenure. Over the span of a single month, he was asked to interview 16 candidates. The human resources team continuously scheduled sessions—on weekdays, weekends, and even during evenings—leaving him mentally drained. He reflected that conducting interviews was far more exhausting than participating in them. While candidates focus on solving problems, interviewers must simultaneously assess, listen, and mentally work through the challenges presented. This constant engagement left him fatigued, with little time to focus on his actual development responsibilities.
Raising Concerns and Consequences
Recognizing the unsustainable workload, he voiced his concerns to his manager. He made it clear that while he could handle two to four interviews a month, managing 16 was unrealistic and harmful to his productivity. Soon after making this statement, his employment came to an abrupt halt. Even two weeks later, he remained in shock, concluding that the dismissal seemed more like a pre-decided corporate formality than a fair evaluation of his performance.
Community Responses
The story, shared on the subreddit Developers India, drew strong reactions. Many users sympathized, pointing out that such hiring and firing practices often reflect internal organizational dysfunctions rather than employee shortcomings. Some advised him not to overanalyze the situation, stressing that he should move forward and seek a healthier workplace. Others emphasized that he should not let fear of job loss stop him from raising concerns in the future. One commenter wryly suggested that it almost seemed like the company hired him solely to conduct interviews.
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