BentoBox Interview Questions
& Process

The interview process had multiple rounds, and each stage got progressively harder. It started with a recruiter call, then a hiring manager screening where one of three expected managers showed up. The third round involved a roleplay scenario with a manager where I had to sell a product to a customer, and this immediately led to an interview with the VP of sales. The final round was a casual meet and greet with the manager online.

The interview process was really well-thought-out and didn't waste my time. It covered a bunch of areas, like practical skills, big-picture thinking, and leadership. First, I had a 30-minute chat with the recruiter to go over the role, where the company is headed, and what they expect. They were upfront about the whole process and the timeline. Then, I spoke with the VP of Product about how the team is set up, how we'd work with other departments, and their management style. The focus was on achievements, results, and how to grow product design in the hospitality sector. After that, I did a working session with a designer where we tackled a real-world problem, talked about design strategy, and reviewed product flows. It felt like a genuine test of how we'd work together. Next, an interview with a Product Director about the product and design collaboration, setting priorities, and making sure things lined up with the product roadmap. They wanted to know how I'd make things clearer and keep things moving forward. Finally, I met with the CEO, and we discussed the company's vision, its impact on the business, and how design helps achieve BentoBox's goals. She was very direct, focused on results, and curious about how I'd develop the team and the design function.

I had a recruiter screen and then got scheduled for a 45-minute technical interview. I checked, and they said it would be a conversation about my technical background, not whiteboarding. However, the interview was mostly tech trivia. After 30 minutes, they asked me to open a Google Doc, share my screen, and solve an algorithm that was pasted into the chat. After I finished, they asked me to optimize it. I pointed out we were at the 45-minute mark, and the interviewer mentioned it should have been an hour. They asked if I was in a rush, and since I wasn't, I continued and optimized the algorithm.

The interview process was quite long, spanning 34 days and involving 6 separate interviews with various marketing team members and corporate recruiters. While not inherently bad, it was a lengthy and time-consuming commitment, with the total time invested in interviews and preparation estimated at 8-10 hours. Unexpectedly, the day after the final interview, the position was put on hold for three months due to internal planning related to the parent company's acquisition. They expressed interest in staying in touch and reaching out when the role reopened, despite earlier assurances that the parent company had minimal influence. It's hard to say if this was just bad timing, a misunderstanding, or something else, but based on experience, hiring processes can involve misdirection. Time will tell if there's further communication or if the role is filled by someone else in the interim.