Birst Interview Questions
& Process

The recruiter reached out on LinkedIn and we had a call about the role and company. Then I spoke with the hiring manager who explained their product, expectations for the role, and asked about my background and projects. I was then invited for an onsite interview at Birst, which consisted of three interviews over two hours: 30 minutes with the hiring manager, 45 minutes with two team members, and 45 minutes with a Principal Engineer. The first interview was with the hiring manager, who asked about my interest in Birst, my thoughts on the support engineer role, my current job, and my reasons for looking for a new one. The interview with the team members focused on problem-solving approaches. One presented a troubleshooting scenario for incorrect data visualization and asked how I'd approach it and what questions I'd ask. The other asked about my experience based on my resume. The final interview with the Principal Engineer was technical, covering Data warehousing and Database concepts.

I was approached by a recruiter and had an initial phone interview with the Head of Lead Generation. Then, there was a two-hour face-to-face interview that involved four separate interviews. Even though I met really smart people, I felt drained and lost motivation. The company is growing fast and has a great BI solution, but everyone seemed new and more focused on themselves than the candidate. The first interview with the CMO was engaging, where I shared my experiences. However, the next three interviews felt one-sided, like I was just being observed without any real interaction, which made me feel like a caged animal. The salary information I got in the initial call was misleading, and finding out the actual pay during the third interview made me frustrated and angry. When I asked about career progression, the manager gave a threatening look and said, 'I'm the manager.' This whole process wasn't about my skills or experience, just a test of endurance. While the role might suit junior sales reps for an entry-level position, the company should be more considerate, maybe offer breaks and refreshments, and make sure the interviews are relevant to the candidate.

The process was well organized. Started with an online technical quiz, then a coding assignment. After that, there was a technical phone screen, followed by two Skype interviews with team members. Then a Skype interview with the hiring manager. Finally, there were face-to-face interviews with other team members and a personal interview with the MD at Ahmedabad office.

The staffing company contacted me for the General Manager India Operations role. However, the interview process explained by the staffing company and the actual process followed by Birst India were very different. They need to learn to respect the professional dignity of candidates applying at this level and should maintain confidentiality. They don't have a set interview process and don't even provide appropriate feedback.