BigHand Interview Questions
& Process

So, the interview experience was a bit of a mixed bag. We had a good conversation about how to improve the brand and what I could contribute. The interviewer seemed knowledgeable and had big ideas for the role. However, I felt the expectations for a mid-level designer and the pay were unreasonably high. The take-home task required a lot of time and effort, and when I mentioned it, I was told that's just how it is for everyone at the company. Even after putting in a significant amount of work, it was apparently not enough. They were critical of how I explained my work and didn't seem to account for nervousness. My autism, which makes presentations challenging, didn't seem to factor into their critique. It felt like a subjective rejection since I only spoke to one person, which is unusual for me. I really hope the expectations can be more reasonable in the future. People get nervous, and that doesn't mean they can't explain their ideas. Also, please don't expect more than a day's worth of work on a task; I haven't seen that at any design firm.

The interview process started with a 30-minute chat with the talent team. Then, there was an hour-long meeting with the line manager to discuss my experience and learn more about the role. Finally, I had a task-based interview where I presented my work to a senior team member. The task itself was well-designed, one of the better ones I've encountered during interviews.

The interview process had four parts: first, a 30-minute chat with the Talent Acquisition Manager, then a 1-hour interview with the Hiring Manager. After that, there was a technical interview where I had to prep and give a presentation. The last step was a final interview with the Chief Revenue Officer. They all asked good questions and stuck to the schedule. It seemed like they really cared about cultural fit. It was tough and took a lot of time, especially the presentation part, but it was a good experience overall.

The interview process involved three main stages. The first was a 45-minute Manager Interview. The second stage was a 1-hour coding pair programming exercise, essentially a code test. The third stage was a 2-hour session combining a technical interview and a behavioral interview. The first round was a general discussion to understand both parties. The second round focused on assessing coding skills. The third round, the technical part, was to check your specific skills as an SDET. The behavioral part was to see how your past experiences and stories align with the role.