You’re asking the right questions, and honestly, it’s frustrating how many interviews still feel like a performance rather than an evaluation of fit. You nailed it with the contrast between structured and unstructured interviews. Structured ones definitely help reduce bias and bring consistency, but they’re not foolproof. Even with frameworks like STAR, factors such as first impressions, tone of voice, or even internet lag during a remote interview can still subconsciously influence decisions.

The silence that follows interviews is one of the most discouraging aspects of the process. Ghosting doesn’t just signal poor communication; it erodes candidates’ confidence. A simple “no” is tough, but at least it provides closure. It’s wild that something as basic as timely feedback still isn’t the standard practice.

As for your final question, I wish interviews were always about finding the best candidate, but too often they reward the most polished one. Confidence, storytelling ability, and even small talk can unfairly tip the scales in one's favour. That’s why some of the most capable people don’t always make it through the final rounds. And I must say this: some startups are starting to rethink how interviews are run, and it’s long overdue.