Clever Interview Questions
& Process

The interview process was pretty smooth and straightforward. It kicked off with a recruiter chat about my background and why I was interested in Clever. Then, there was a mock call to check out my practical skills for the contractor job. After that, two more interviews happened to see if I could fit in and contribute well, looking at my skills and past work. All in all, it was a quick and clear process that gave me a good vibe about the team atmosphere at Clever.

The interview process at Clever Real Estate is structured but very thoughtful. I did a total of four main rounds: an initial conversation with the HR, interviews with key team members and leadership, and a final Founder’s interview with the CEO. One thing I appreciated was the optional opportunity to meet additional team members. Clever encourages candidates to take this extra step if they’d like—to get a real feel for the culture and the people they'd be working with. I highly recommend taking them up on it; it gave me valuable insight into how the team collaborates, communicates, and truly supports each other. Overall, the process is designed not just to assess skills, but to make sure there’s a strong mutual fit, both professionally and culturally. It felt genuine, transparent, and people-first from start to finish.

The interview process was great, I enjoyed talking to everyone. They asked relevant and interesting questions. They always left at least 10 minutes for my questions. It started with a recruiter call to talk about my background and the role. Then, an interview with the VP of Engineering, which included behavioral and high-level technical questions. After that, there was a take-home assessment, a small full-stack project with requirements and a Figma design. Next, a 'Who-style' interview with the recruiter and the VP of Engineering. Finally, 30-minute back-to-back interviews with front-end and back-end engineers to go over the take-home assessment.

First, I had a screening interview with the direct manager. A week later, I interviewed with the same person and the operations manager. Then, another week after that, I had my final interview with the co-founder. The first interview was focused on my background and included a mock call. The second interview was kind of all over the place; they broke my resume into three parts and quizzed me on my experience and how I think on my feet. They kept asking for names and spellings of previous managers, then asked who the CEO of Clever is, and then asked things like what my past employers would rate me on a scale of 1-10. The third interview touched on my experience, but mostly it was a role-playing situation about how I would approach selling for a startup. I feel the interview process was poorly done and they weren't transparent with my questions. They said the turnover rate is 12%, but reviews showed a lot of layoffs, so I don't think they were honest. The co-founder swore during the interview and mentioned the company lacks structure. I was told the co-founder interview would be about culture fit, but it was more about critical thinking, which felt like they were setting me up to fail. Their process needs improvement, and they should really consider hiring an HR firm.