Coupons.com Interview Questions
& Process

There were many phone interviews, and then a long in-person interview with several people. If you really want the job, go for it, but if you don't have time to waste, ask upfront if the role is a replacement or an immediate need. They might interview you extensively just to assess your skills for a potential future fit without making an offer. It seems disorganized and without a clear hiring strategy, likely wasting everyone's time. They post many positions but aren't hiring, which is disrespectful to qualified candidates. I would have liked to work there, but after this experience where they made it seem like the job was mine, I'm hesitant to join an organization that makes promises and then backs out. The interviewers and recruiter were nice, but many are ex-P&G and act like it. Make sure to ask if the role involves P&G brands, as I was told late in the process they needed P&G experience, which was frustrating since my resume clearly shows CPG experience, not specifically P&G. I felt I was qualified, but not being an ex-P&G person might be why I didn't get the job, and I still don't know why they wasted everyone's time.

I got a call from an HR person for about 30 minutes. After that, she invited me to meet the team I'd be working with. When I got there, they showed me around and then took me to a room. For a few hours, I met with six different people. Some of them were a little confused about when they were supposed to interview me, and there was a bit of a last-minute rush for some to get there on time. Everything went fine during the interviews. At the end, they said they'd let me know if they were going to make an offer. I didn't hear back for months, but since I wasn't desperate, it didn't bother me. The good part about waiting was that the offer was decent and I could give my current job two weeks' notice.

The job was an internship for Data Science at Coupons. It started with a phone screen that was pretty easy, mostly asking about salary expectations and explaining the next steps. Then, about a week and a half later, I had a technical interview with a senior data scientist. This was pretty simple, with some brain teasers and probability questions. They also gave me a small dataset to analyze using R, SAS, or Excel and share some findings. A week after that, I had the onsite interview at Mason. It was a good experience meeting three people from the strategy team. This round wasn't very technical, it was more about seeing if I'd fit with the team. The really bad part of this process was the recruiters. They took way too long to communicate anything and sometimes didn't even bother to tell people their results. You'd often have to call them multiple times to find out. They didn't even give formal feedback to those who weren't selected, even when they said they would. They seemed unprofessional handling just a small group of about 8 people for 2 positions. The process would have been so much better if the recruiters had been more involved and communicative. The overall experience was bad mainly because of them.

The interview process was pretty standard. The recruiters were quick and helpful. While the company emphasizes diversity, many of the executives I spoke with were from India and had strong accents. The other interviewers were Korean. I struggled to understand the Indian interviewers due to their heavy accents, and some were quite rude. For example, one turned off their webcam mid-interview and another was talking to someone else in their home, likely because they were working from home.