Cloudforce Interview Questions
& Process

The typical interview process for a Cloud Data Engineer (Microsoft Azure) involves a recruiter call (about 30 minutes), followed by a technical video screening (around 45 minutes). After that, you'll have a take-home assessment where you build an end-to-end project using ADF, Synapse, Fabric, PowerBI, and ML. Finally, there's an on-site interview with the hiring manager.

This was a super quick interview process! It took less than two weeks from when I applied to when I had my interview. They were really friendly and kept me updated, so I always knew what was going on. I had a quick phone chat and then an assessment. After that, I went to their office for an in-person interview. It was clear they had actually read my resume and were interested in me as a person. The great communication and speed continued, because I got the job offer really fast, even before I got home from the interview. That showed me a lot about the company culture.

The interview process was great. I first spoke with the HR Manager about the job posting from LinkedIn. They were upfront about the role and we built trust. Since that went well, I interviewed with the AVP of Growth, who manages the Sales & Marketing team. After that chat, I was invited on-site to meet the AVP of Growth and the CEO. They explained they wanted to explore the new role further. Cloudforce was very clear about this. I stayed in touch with my manager and was kept updated throughout. I'm thankful for how it all worked out.

CloudForce is looking for perfectionists and has lengthy interviews. My process started with an initial screening invite, which I passed, then I scheduled another one. The next interview was with a CTO, Senior Cloud dev, and a Senior Dev, but only one person showed up for the technical interview. The second interview went very well, leading to another round with the CTO. The CTO liked my performance and invited me for an onsite interview. During the onsite, I was asked several questions, and it went well. They reviewed my code, and I felt I got the job, with an expected update by the end of the following week. However, after two months of interviewing, I received a generic rejection email. When I asked for feedback, I was told, "Other candidate had more number of years of experience." The moral is that if a company claims to be good, they should hire based on the years of experience mentioned in the job description instead of wasting candidates' time. This was the worst experience because I initially valued their culture, but the lengthy, months-long interview process didn't reflect that. Rejection is understandable, but a courtesy call to explain the reason instead of a generic email after two months of wasted time would have been better.