The interview process was well-organized (even though there was 2 weeks gap between 1st and 2nd interview rounds) and highly focused on Coolblue's core values (especially "Vrienden/Friends" and "Gewoon, doen/Just do it"). They care just as much about your communication and mentoring skills as they do about your technical expertise. Round 1: Recruiter Screen. A standard introductory call discussing my background, my motivation for joining Coolblue, and aligning on expectations and process. Round 2: Behavioral & Cultural Fit. A 60-minute video call with two Engineering Team Leads. This was a deep-dive into stakeholder management, conflict resolution, and mentorship. The interviewers were friendly but asked very direct, drilling follow-up questions. If you give a high-level answer, they will immediately ask, "Okay, but what exactly did you do?" or "How did you confirm the result?" Even though I did not get the offer, I rated the experience as "Positive" because their rejection email contained some of the most detailed, constructive feedback I have ever received in my career, which helped me identify exactly what I need to improve in my storytelling. My advice for interviewees: 1. Be Concise: Use the STAR method, but start with the "Bottom Line Up Front." Don't ramble or give too much backstory. They want clear, structured communication. 2. If they ask a specific question you don't have a perfect answer for, do not try to make up filler content.

First call. It looks like the manager does not quite qualitatively evaluate the candidates. Strange questions. They want the candidate to admire them. There is no regret, there is no point in working in such company.