Distru Hr Manager Interview Questions
& Process

After I got an email with an interview request, I picked a time, and then had my first video interview with someone from the Operations team the next week. About 24 hours after the interview, I got an email saying I didn't get the job. It felt weird not being interviewed by someone from HR (they said it's their standard procedure), sometimes that could mean a company is really short-staffed. I did like that they told me the whole interview process upfront, it sounded okay and not too long, but they did mention a take-home assignment, which can be a bit of a red flag if it feels like they're just trying to get free work. Usually, you can figure out what you need to know during the interview itself, using behavioral and critical incident-type questions, rather than being given tasks.

This was the most disappointing interview I’ve had in the past 10 years. I was shocked by how it was conducted. It’s baffling that a junior EA with minimal experience in tech—and not a recruiter—was chosen as the first point of contact for screening such a critical role. To make matters worse, the interviewer came across as rude and cold, rushing through questions and cutting off responses while displaying visible impatience when I tried to explain anything. They asked complex questions that required thoughtful answers but didn’t allow the time or space to properly address them. At the start of the interview, they even mentioned they had a list of questions to get through and would cut me off if I gave longer responses, setting an uncomfortable and dismissive tone right away. Much of the interview was centered around arbitrary, seemingly biased personal questions, making the process feel deeply unfair. Ultimately, I was rejected for a role with no feedback despite my extensive, relevant experience in startups of similar size, stage, and product focus. This experience left me frustrated and questioning the integrity of the process. And I have a bad taste in my mouth and will never consider Distru again in the future. This was poor decision making from the top whoever decided to allow a process like this.

The interview started with the executive assistance saying she had a list of questions she needed to ask and get through. She warned that she might interrupt if I talked too much. This was difficult because she asked broad questions that required detailed explanations of timelines. I'm frustrated that such an important role is being filtered at this level, especially by someone who seems to be operating with bias. I have prior experience interviewing with FAANG companies and startups that have IPO'd, so this felt dismissive. The Q&A felt like an interrogation, with no real engagement. This style suggests bias, and I believe the interviewer should be removed from their role. If she's a foreigner interviewing Americans, her perspective is clearly skewed. I'm not sure how she got her job. I would advise against interviewing with this company, as they seem to lack leadership.