Conga Interview Questions
& Process

I applied for a marketing gig at Conga, and honestly, the whole thing felt off. The hiring manager didn't seem into it and didn't really try to figure out my background or how I could fit the role. At the end, the recruiter was supposed to follow up. Instead, I got an automated rejection email. That's not cool after talking directly to the recruiter. It felt disrespectful of my time and effort. Plus, it was obvious the hiring manager couldn't see how my skills could be used elsewhere, which sucks. In this job market, managers should be able to spot talent without being super rigid. The whole process seemed disorganized, impersonal, and out of touch with how hiring should actually be done.

The interview process had five stages. It started with an aptitude test, then a technical written test, and then a technical interview, all done online. After that, there were in-person Managerial and HR rounds. The written tests were pretty easy. The technical interview had one DSA question, and they asked about OOPs, web development basics, and my projects. The interviewer was nice and made me feel comfortable. About a week later, they called the selected people for the final in-person interviews. The Managerial round had usual behavioral questions, and the HR round was about the company culture and what they expect. I felt good about it and thought I'd got the job. I even went on a trip with friends because I thought my job search was over. But then, while I was on the trip, they told me I didn't get selected.

I had 4 interviews with this company. It started with a Recruiter initial call, then a Peer Interview, then the Hiring Manager, and finally the VP. I went through many of the usual questions asked in an interview, and more in depth with the Peer and Hiring manager to discuss my past experiences and how well they align with the expectations of this role. There was no take home assignment for this particular role. Perhaps that was due to my experience and answers aligning closely with the needs of this role. Each of the interviews were quick and to the point.

The interview was for .Net Core development and SQL. There were 4 rounds in total: 1 hiring manager, 2 technical, and a final hiring manager round (not sure why two HM rounds). HR mentioned the company hasn't done well this year and offered a lower package, which makes you wonder why an employee would join. The hiring manager was good and kept his camera on during all online video calls. The second round was technical, and the interviewer had a terrible attitude. He asked an OOPS concept question and expected a perfect answer immediately. He even questioned my coding experience, asking if I was sure I had done coding, which annoyed me. When I asked him the same question back, he told me to take my time, so I did and corrected my mistake. Another strange question was about handling one API to return 3 different responses: a string, Customer Data, and a string and Customer Data. I suggested using a generic class, but he didn't like that. He said these aren't normal practices for building web APIs and implied I should have created 3 separate APIs for separation of concerns. My advice is, if asked such questions, it's better to decline and state you're not a good fit, as these interviewers seem to think they're accomplished by asking odd questions. It's best to avoid such interviews.