To be put off by recruitment process ?

It's disrespectful of your time and effort

A presentation is completely fine. So is a first interview, and second if a senior role. But not multiple interviews/presentations.

This would be absolutely normal in my industry although the presentation and values interview would be rolled into one meeting.

We use the presentation to not assess just the actual presentation style of the candidate (which can always be coached) but more to gain insight into thought process, risk appetite, research done, understanding of the environment/opportunity they would be working with. It helps map out what type of onboarding support would be required.

Having a full view of a candidate helps enormously with a successful onboarding and retention of talent.

Recruitment is a two way process and so if you are not happy don’t do it.

They don't seem to respect your time and effort, it's very one way. You have to show commitment to them, but they don't yet have any commitment to you. Walk away.

Perhaps it's just a good way to weed out the non-committed. The ones who won't go the extra mile. The ones who can't see the point in what they think is unnecessary because they know they're good enough.
Transparency, doing things the right way even if it's a bit of a pain, do seem directly connected to following financial regs.
If everyone there has put in the extra effort at least you know you're not working with people who only want to do the bare minimum

What an absolute ballache! If you do pull out, how about something short and to the point...

Thank you very much for the opportunity to interview for the Finance Manager position and for the time and effort your team has invested in the process so far.

After careful consideration, I’ve concluded that this may not be the right fit for me at this time, and I’ve decided to withdraw my application.

I appreciate the opportunity to learn more about [Company Name] and wish you and the team every success in finding the right candidate.

Will the other job still be available if you continue with the lengthy recruitment process? If so you lost nothing (except your time) by continuing.

I have always felt that th recruitment process takes you a lot about the culture of the company or organization. I once applied for a full time role and at the interview they blindsided me by asking if I would accept it as a job share. I was very forthright in telling them that I felt the role had been seriously misrepresented. They covered themselves by saying they has a staff member returning from mat leave who wanted to drop down to part time. What that told me was that the appointee would be lumbered with the unpopular hours and tasks if there was already an internal applicant.

What are you presenting about given you don't work there yet? What facts? Jeez some of us like being accountants rather than sales directors..

Presumably there is also a finance director and they are not trying to get an FD on the cheap?

If you don’t like the process, just withdraw. Do give them feedback that this is why you are pulling out.

A presentation can be really useful, and gives you so much more insight into a candidate’s approach, skills, knowledge and thought process. I’ve sometimes found that the top running candidate comes out weaker in this style of interview and that their smooth confidence in verbal interviews isn’t always backed up at presentation. Whereas it’s no 2 candidate who can be perhaps quieter and less polished at verbal interview who shows their true depth at presentation. For us any leadership role would usually have a presentation element.

However, I would normally cap a process at 3 stages. In my experiences stages 4 plus are more about something internal rather than assessing the candidate.

I know someone that had nine interviews! BUT senior, international role, and a very specific 'fit' was needed, and buy in from various international partners.

5 to 8 interviews does seem over the top for most roles. Are you expected to take time off from your current job so.often?

I reached a level of head of team/department in my career and my rule is that I never take part in any interview process that requires more than 2 interviews or has a really convoluted application form or advertise the job with an endless job description/list of skills required.

For me those are early signs that the company would be a bureaucratic nightmare to work for.

A one hour presentation is ridiculous by the way.

I don’t think the issue is the presentation in itself, that’s pretty common for senior roles (well any roles really, I’ve been doing presentations since my graduate traineeship and beyond, ironically my most senior job is the only one that hasn’t required one) but it’s the the length that seems very disproportionate, the prep work required for an hour would be huge.

OP is the presentation definitely an hour or is that the slot to deliver it and do the Q&A? Might be worth double checking?

I usually have a presentation as part of the interview though it’s usually 25 mins preparation time and 15 minute presentation. In my role we often need to do presentations or chair meetings at short notice and with limited prep time, so it makes sense.

How long do you get to prepare the case study for an hour long presentation?

How good are you at presentations and case studies?

My husband and one of my colleagues are good at that type of thing they could probably knock up a presentation in a few hours and wouldn't have any difficulties thinking of what to say.

I am TERRIBLE at both of these elements, it would take me the best part of a day to prepare and I honestly don't think the end result would be much good so I wouldn't get the job. So unless I really wanted to give it a go for practice / experience I would probably pull out.

I was just thinking that! Two full days is standard for headteachers and some deputy headteachers, with the expectation to respond to a job offer immediately or within 24 hours at the very most. One hour presentation standard but usually in response to data or information given during the selection process, with limited time to prepare.

I think you've answered your own question, OP. If you were really excited about the role you wouldn't mind preparing for the presentation. The only caveat is perhaps to reflect on whether the presentation was the final straw because you lack confidence presenting - if so, and if it's relevant to your role to develop this skill, it might be something to work on in the future.

Each stage makes sense now you've set it out, although an hour presentation does seem long. One of my DC is in an industry where 4 -6 interview stages is deemed normal, it's a pain.

The reality is no-one here can tell you whether to withdraw or not. Do you want the role? If you picture yourself after you've pulled out, how do you think you'd feel? Would you be relieved or would you regret your decision? There's your answer.

Now you’ve explained it fully it doesn’t seem over the top to me. The case study presentation is pretty standard at that grade where I am. The earlier call with HR is a screening call. It does sound like you’re a bit miffed about the process, probably need to be careful that doesn’t come across if you intend to proceed. As PP have said, you can pull out at anytime though if it’s not for you.

Personally I don’t think it’s over the top as there is a purpose for each stage.