DNSFilter Interview Questions
& Process

The interview process here at DNSFilter has several steps. First, you'll chat with the recruiter. After that, you'll talk to the hiring manager. The very last interview is with someone who is a top performer on the team. Their process is pretty direct and gets right to the point.

The interview process was pretty standard, starting with a phone screen with HR. Then there were two rounds of interviews with the team I'd be working with. While I get that they have a global workforce, two of the interviewers had really thick accents and it was hard to understand them. The questions weren't very thorough and didn't really test my skills practically, which is pretty standard these days. It felt like they were just going through the motions to check off a box, like they already had someone in mind but had to look externally too. Honestly, the whole thing felt like a bit of a joke, more about disqualifying people than finding talent.

This was a great experience, the best in over a decade. The process was straightforward, transparent, fast, and accurate, just like the product. The initial call was different (better), and we went over the job description, expectations, and the interview process. Follow-ups and scheduling were very responsive. The recruiter was amazing and really made DNSFilter stand out. I met with the hiring manager, then a panel, and finally an executive, exactly as described. Everyone was prepared, asked good questions, and was transparent and respectful. They were happy to spend extra time answering all my questions. If you want a long, murky, fluffy interview process, this isn't it. But if you want to meet smart people and work on a great security product, check out DNSFilter.

The interview process was very long, with new people being added. An executive missed two scheduled interviews without notice. Despite being told I was a top candidate, more interviewees were scheduled, even someone new to the company. A 2-month process for executives with no real intent to hire or with candidates, while being dishonest about the role's status, is unprofessional. It's also disrespectful when a top executive misses interviews twice without explanation. Free sweaters and remote work don't compensate for a lack of basic cultural values, especially when culture is a big theme, starting with the interview process itself. Leadership needs to re-evaluate their procedures.