I recently applied for the Senior Brand Manager role at Danone UK and wanted to share feedback on the recruitment process.
After submitting my application, I completed an online assessment, followed by a positive screening call with HR. I was then invited to a Danone Behaviours Interview, for which I received pre-agreed questions and clear success indicators. I prepared thoroughly and was delighted to progress to the final stage Functional Interview.
For this final stage, I was given a business case to prepare within 48 hours, along with indicators for assessment. I dedicated significant time after work to craft a strong presentation.
Unfortunately, the interview itself was far from the professional standard I had experienced up to that point. One of the two confirmed interviewers failed to attend — without notice, apology, or offer to reschedule. Instead, someone unrelated was brought in at the last minute. When I asked about the absence, I was told, “We’re trying to sort this out,” which gave the impression that the process was not being conducted fairly or consistently.
Despite the disruption, I delivered my business case professionally. Later, I discovered via LinkedIn activity that the absent interviewer appeared to have chosen other priorities at the time of our meeting.
A few days later, HR shared feedback stating that my presentation “wasn’t impactful enough” — a criterion not listed among the indicators I was sent beforehand. This suggested the decision had already been made, making the experience feel like a waste of time and effort.
As someone who values transparency and respect in recruitment, I found this experience extremely disappointing.
It fell short of the values Danone promotes and undermined what should have been an engaging and equitable process.
Candidate experience matters! It shapes how talented people view your brand. I hope sharing this feedback helps improve future recruitment journeys.
