Interview Process: 1. Initial Screening: Standard introductory call with HR/Recruiter. 2. Take-Home Assessment: A multi-day design challenge required to meet senior standards. 3. On-site "Trial Day": An 8-hour workday at the office (including a long commute from Zurich). This involved performing productive design work on their live product. 4. Final Offer: After 8 hours of unpaid labor and no reimbursement for travel/lunch, the permanent role was downgraded to a short-term freelance contract with a salary significantly below the Geneva market average for a Senior UX position. Update: I reported this process to the Geneva Labor Inspectorate (OCIRT). While they cannot act on individual cases without a signed contract, they have officially opened a file on this company’s recruitment practices. Potential candidates should be aware that the 'trial day' involves productive work that is not compensated, and the final offer may differ significantly from the advertised role.

Pros: The team seems nice on a personal level and the product has potential. Cons: Highly Demanding Process: The recruitment process requires a multi-day take-home assessment followed by an 8-hour "trial" workday. Lack of Compensation/Hospitality: Despite driving 8 hours round-trip from Zurich for an on-site trial, the company did not offer compensation for a full day of product work, nor did they cover basic expenses like lunch. Bait and Switch: After discussing a permanent position, the final offer was a short-term freelance contract. Below Market Salary: The compensation offered for a Senior UX role in the Geneva area is significantly below the market standard (offering well under the typical 120k+ range). Ethical Concerns: The ratio of "free work" requested versus the stability and pay offered suggests a lack of value for the candidate’s time and expertise. Advice to Management: Re-evaluate your "trial day" policies. Asking senior professionals for free labor and long commutes without covering basic costs—only to offer a sub-market freelance contract—is not a sustainable way to attract or retain top talent in Switzerland.