Buildertrend Interview Questions
& Process

The interview process involved a standard phone/video pre-screen. This was followed by a panel interview with my potential supervisor and two other team members. Finally, there was a round with three other individuals I would have been working with. After not hearing back for a few days post-final interview, I assumed they chose another candidate, which is acceptable. What was disappointing was receiving an automated email, typically sent when a job is closed in the applicant tracking system, instead of a personal email from the recruiter. Candidates who reach the final interview stage deserve a personalized notification. It felt like a disregard for my time and the effort I invested in the process.

I had a really good interaction with the recruiter, Michaela, who was relatively new to the company but very professional. She walked me through the process and talked about the company. She kept me updated throughout. The conversations I had with the hiring managers were also positive, and it sounds like a great company with a cool opportunity.

I had a great first interview where they were very upfront about their challenges and what they were looking for. Then I was invited for a second interview, which we did virtually because of some health issues. It was a really conversational chat where they talked about their roles and the company's growth. Then, they asked me to do an assessment that was pretty sales-focused, even though this role and my background aren't in sales. Some of the questions were just standard workplace assessment type things. I followed up with the recruiter after the assessment, and then again a week later via email and phone calls, but I never heard back. I understand if it's not a good fit, but I think all companies should at least get back to people who took the time to interview.

The interview process began typically with a phone screen, followed by an invitation for an on-site panel interview. The panel interview started with a one-on-one session with the department head. He shared company history, and I discussed my previous work experience. At the end of this meeting, he inquired about my salary expectations. I stated my current salary, as I wasn't seeking a raise for this role. Following that, I met two engineers for a technical skills assessment. Both had limited experience; one led the technical questions while the other observed. I found them both to be very courteous. Despite my interview being late in the day, the interviewer stayed back to address all my questions. A week later, the department head and an HR representative contacted me to discuss the job offer. The offer was 75% of my current salary. The department head explained that they typically hire at a lower salary with the potential for rapid advancement. However, 'rapid advancement' translated to waiting six months for a chance to earn 20% less than my current income. I proposed a counter-offer at 10% below my current salary, but we could not reach an agreement. I received minimal feedback on my technical evaluation, with the only specific comment being that my lack of jQuery experience prevented me from qualifying for a higher salary band. While the process started promisingly, it concluded very disappointingly. Buildertrend seeks a very specific skill set for its developers. Candidates must be comfortable working with a legacy WinForms monolith primarily in VB.NET and using a custom SQL migrations toolkit. The role appealed to me due to my experience with these legacy technologies and my background in migrating legacy applications to modern development practices and languages. This suggests the company's growth aspirations might be overstated.