DICE Interview Questions
& Process

It was a usual 3 stage interview process. First, there was a screening, then a chat with a technical member, followed by a take-home assignment. I didn't complete it because I had another offer. The process seemed relaxed and easy, and culture appeared to be important, which I think is a good sign. They covered the basics of my knowledge and shared some insights into their work methods. They also answered my questions openly.

It was a pretty standard interview process, starting with a recruiter call. Then I had conversations with the team, followed by a task, and then a presentation. I gotta say, the task was kinda off-putting right from the start, with them saying it 'shouldn't take more than a few of hours to complete.' After the task, there was supposed to be a presentation, but they made it clear you'd only get to that stage if the task was good enough. It's a bit much to ask someone to spend a couple of hours on a task, and then not even guarantee a presentation or offer something like Dice credits. And honestly, sending a generic rejection email after someone puts in the effort for both the task and presentation is pretty inconsiderate.

The interview process started with a chat with the hiring manager about my background and the specifics of the role. It was a pretty chill conversation. Next up, I had a technical discussion with two engineers from the Android team where we went deeper into my experience. They hinted at what they were looking for in the next stage. Then, I was given a take-home assignment. It involved building a search screen and a details screen using a music API. Apparently, the main reason I didn't pass was my failure to modularize the application, which they felt indicated I couldn't handle a large codebase. They didn't specify the expected time commitment for the take-home test, and there was no opportunity to defend my choices or discuss future improvements. I think a live coding session might be a better fit for this type of task, as it requires less effort upfront and at least allows for immediate feedback and clarification.

Applied early September, got told the position was filled, but the hiring manager suggested another Head role I was less experienced for. After a lengthy process including a real case study on go-to-market strategy for new markets, they decided in December not to hire anyone and changed the role's requirements. As of late January, both roles are still open. I asked about the original role but haven't heard back. The decision process is unprofessional and wastes candidate time, though it's not the hiring team's fault.