What is the ideal mindset or approach when naming interview rounds in a recruitment process? Should we focus on internal clarity, candidate experience, or business alignment? For example, instead of generic names like ‘Round 1’ or ‘Interview A’, should we use more descriptive titles like ‘Technical Assessment’, ‘Culture Fit Discussion’, or ‘Hiring Manager Interview’ to clarify intent and expectations? I’m also curious to hear best practices or naming conventions others have adopted that help streamline communication across hiring teams and improve the candidate journey.