Boundless Immigration Interview Questions
& Process

First a quick call with the recruiter, then a 45 min behavioral interview with an engineering manager over Google Meet. It wasn't very technical, more focused on culture fit.

I was connected through a friend and had a recruiter call pretty quickly. Then, I interviewed with someone from the dev team before officially interviewing. The recruiter was responsive to my concerns, though they weren't fully resolved. I found out during my talk with the dev manager that the whole team was less than a year old, which was weird and unsettling. I also asked about negative Glassdoor reviews from the customer success team, especially since the dev team seemed to be treated well, but the CS team wasn't. I didn't want to be in a place where people were treated so differently. The answers about the high turnover, linked to 'struggles with change,' and the upset employees, involving restructuring, flexibility, and salary increases, felt vague and didn't quite add up. Despite hearing about positive changes, something still felt off. I considered talking to someone from CS but figured it wouldn't help. It's still an issue now, as I saw on Glassdoor. Even with a raise, the treatment and morale haven't improved, and the raise seems to be used as a bargaining chip. The overtime without compensation at a low salary also felt intense. I decided to proceed with the next step to gain more technical interview experience. I was then offered an interview with dev team members. It was supposed to be a high-level discussion, not focused on specific languages, but it ended up being heavily focused on backend development, which I wasn't proficient in, despite mentioning this multiple times. I was asked to build an app and started explaining my approach, but froze when asked to write code. One of the interviewers became visibly impatient, and it was clear he disliked my performance. If I had known it would be so backend-heavy and involve live coding, I might have reconsidered. It was a terrible experience, but I guess it's good practice to bomb interviews. I also didn't really want the job due to the concerns, and felt misled about the interview's focus. In the end, I guess I misled them too. Most people were pleasant, though. Their company goals are nice, and I hope employees feel more recognized. Afterwards, I got a rejection email and an offer for training, and haven't heard back since, which is probably for the best.

I got a LinkedIn message from HR about a potential fit, so I applied and was asked to schedule a phone screening the same day. The screening involved questions about my current role and the type of position I'm looking for. The questions felt vague, and I was unsure of the expected answers or the interviewer's intent. It seemed like they might have misunderstood my interest, despite my repeated affirmations. I received a rejection email shortly after.

I chatted with the person currently in the role, and she was awesome. She thought I would be a good fit and passed me along to the CEO. My chat with the CEO was a little awkward, and I felt like I was on the defensive a lot. At the end, he asked for references and then wanted me to write up some solutions for a specific HR problem. He actually contacted my references, and I sent him detailed solutions for the scenario. I never heard back from them after that. I've heard of situations where employers use a candidate's work without hiring them, and while I want to believe that's not what happened, it really felt that way.