Cresta (CA) Interview Questions
& Process

I had a really positive experience through the first 2 interviews. From the start, the tone was friendly, welcoming, and refreshingly casual, which made it easy to have an authentic conversation rather than a typical rigid interview. The interviewer was approachable and genuinely interested in my background, asking thoughtful questions while also sharing helpful insights about the role and the company. It felt much more like a two-way discussion than an interrogation, which I really appreciated. One thing that stood out was the quality of feedback. It was clear, constructive, and timely, which made the entire process feel respectful and well-organized. Overall, a great experience that reflects a strong, people-focused culture. Hopefully, subsequent interviews will lead to an offer!

I applied on LinkedIn, and instead of an HR reaching out, I got an automated email to do a coding challenge. It had a DS/algo problem, a matrix puzzle, some CSS MCQs, and SQL joins. I did an initial solution and then optimized it. After that, I got an email about the next round, which was a recruiter call. We talked about my projects, and she explained the next steps: a DS/algo round and live coding. This seemed a bit much for a front-end role, but I was ready. A couple of days later, I received a rejection email with no feedback.

The process was pretty standard. Started with a recruiter call, then a Hiring Manager screen. After that, there were peer interviews, an interview with someone who would report to me, a C-level interview, and finally an interview with the CEO. There was also a presentation involved. A recruiter actually reached out to me about this role. It felt like a long hiring cycle, especially with the CEO interview and then the presentation. My experience with one of the C-level execs wasn't the best.

The interview process involved four interviews and a mock Business Review, which was an addition to the initially planned three interviews. I felt each interview went really well, sharing how we tackled challenges at my last job, and interviewers really dug into the specifics. One interviewer was so impressed they asked for some of my old work materials and even my proximity to an airport, making me think I'd aced it. Then, I had to meet with the CRO, who wasn't supposed to be part of it, and was given specific points to cover, which also felt successful. The mock Business Review was the trickiest part. I got a bunch of data, the success criteria, and was told to "sell" them on adding more users for an experiment, meaning I had to make a lot of assumptions. I spent hours prepping the data and the sales pitch. During the presentation, the audience was different than expected, but that wasn't a problem. They only asked a few questions, and afterward, they said the data storytelling didn't meet their expectations, but the rollout plan was great. When they asked about my data storytelling approach, I explained it was tough without product training, sales knowledge, or prior customer info, leading to many guesses. At the end of the week, I was told I didn't get the job because of my storytelling, which was really disappointing after all the problem-solving talks and sharing detailed solutions, especially since the exercise felt set up to fail with limited info. Cresta should reconsider this process; interviews are stressful enough without a mock presentation with unfamiliar data and products that make you doubt what it's like to work there.