UnitedLex Interview Questions
& Process

I applied online, then there was a resume screening. After my resume was shortlisted, I had a telephonic round with HR where they asked about my introduction and location. Then I had 2 face-to-face technical rounds at the office in Gurgaon.

The interview process is a structured sequence employers use to evaluate and select candidates for a role, usually moving from initial screening to final offer and onboarding. It often begins with job posting and application screening, where recruiters review resumes to shortlist candidates whose skills and experience match the role requirements. Shortlisted candidates typically have an initial HR or phone screening to confirm basic qualifications, communication skills, salary expectations, and availability. Next, candidates usually attend one or more technical, managerial, or role-specific interviews to assess job-related knowledge, problem-solving, and practical skills through questions, case studies, or tasks. Many organizations also include behavioral or HR interviews to evaluate cultural fit, teamwork, attitude, and alignment with company values using situational or past-experience questions. Some employers add assessments such as written tests, coding tasks, presentations, or psychometric tests to gain deeper insight into aptitude, technical ability, and work style. After these stages, reference checks may be conducted by contacting previous employers or mentors to verify performance, conduct, and credentials. Finally, if a candidate is selected, the company extends a formal job offer detailing role, compensation, benefits, and terms, followed by negotiation if needed and then onboarding, where the candidate officially joins and is integrated into the organization.

So UnitedLex's interview process kicks off with a resume screening, then an HR chat. After that, there's a legal and technical assessment, followed by a meeting with stakeholders. The final stage is a managerial round where they check out your legal knowledge, how accurate you are, your adaptability, communication skills, problem-solving abilities, and analytical thinking.

This hiring process took two and a half months, which is way too long. It felt like I was being led around by the nose. I had five interviews with five different people, and in the end, they decided to hire for a different region. The CFO was late to our rescheduled interview twice. There was about a week and a half of silence between interviews, so a lot of inactivity. I had to follow up many times to get things moving. I wasn't given clear information about the interview process; first, no presentation, then yes, there would be one. I was let go before an official decision was made. I was also told I might have a sixth interview. They didn't even know their own hiring process. It was a horrible experience; I felt disrespected and not taken seriously.