DocPlanner Interview Questions
& Process

My interview experience at Docplanner started with a screening call from the Talent Acquisition team. Then, I had an interview with my potential manager. After that, there was a technical test, specifically a whiteboard interview. This was followed by several discussions with different technical teams, ranging from leadership to team members, and also with a business area director. It was a really thorough and well-organized process. They were very open about the role, covering both the good parts and the challenges. I especially appreciated how the Talent Acquisition team kept in touch personally and the feedback I received at the end, explaining why they thought I was a good fit and areas where I could improve.

I was contacted via WhatsApp by recruiter Fernanda Ribeiro for the CS Manager Enterprise position. She scheduled an interview for the next few days, and we had our chat. It was a super fluid and very positive conversation, but after 10 days from the interview, I didn't get any feedback. I ended up sending a message to follow up, and I haven't heard back to this day, 10 months later. I found it disrespectful because when we are in the selection process, they are quick and welcoming, but after we don't pass, we don't receive any feedback.

This was honestly one of the best recruitment processes I've experienced. It had 5 stages: First, an interview with HR where they were really humble and transparent, answering all my questions, even about salary. Second, an interview with the Manager, who was also very open and even showed me a demo of the project to help me understand it better. Third, a technical assessment tailored to the role, with plenty of time (a week in my case) and no pressure. Fourth, if the test went well, I reviewed it with two team members, which was a good experience where I could explain my work and they showed interest. Fifth, if I reached this stage, I got a short call with HR and the Manager to present the offer. This call included a ~10-slide presentation, showing their professionalism, and most of my questions were answered by the slides.

The first step was an HR screening, then I had an interview with the international manager of the area and it was successful. In the next step, I interviewed with the manager in Brazil, who would be my direct manager for this role. The experience with this manager was terrible and disrespectful, it's important to note that he is C-LEVEL at the company. The interview was online and we started 20 minutes late, he joined without apologizing, just saying he was busy. We lost another 10 minutes with him trying to access their recruitment system, which he made clear they forced him to use. That's when I realized he wasn't prepared for this interview. THE MANAGER DIDN'T KNOW WHAT POSITION HE WAS INTERVIEWING ME FOR, didn't know my name, hadn't opened my profile beforehand, and also didn't know I had already passed the previous interview stages. Additionally, he seemed completely stunned, constantly running his hands through his hair and looking back fearfully as if someone was approaching him (there was a window behind him). The manager started making nonsensical statements and disconnected sentences, making it very difficult to even understand the objective of his questions. He also didn't pay attention to anything I answered, forcing me to repeat myself multiple times, even for very simple things, and then he would repeat information completely unrelated to what I had said. When I asked him about the main challenges of the role, he couldn't answer and started talking about his own problems. He began by saying he faced a lot of pressure and received calls constantly, even at 5 am from 'gringos' as he put it. He said a lot of pressure was on him and things happened very fast without time to think. He said if I couldn't handle the pressure, I would be 'swallowed'. I replied that I am very organized and it wouldn't be a problem, he retorted that he is heavily pressured. And at no point could he answer what the role's challenges were, beyond the pressure HE deals with daily. When I asked about the marketing department's goals, he said he couldn't say for sure. He pointed out that he doesn't know much about marketing, but rather about business, and started throwing out random phrases. Honestly, if a C-LEVEL executive and manager of an area can't even answer a simple question and shows such lack of preparation in an interview, you can imagine the chaos of this company's leadership. If you wish to proceed with the process, I suggest having a lot of patience to deal with people unprepared to lead. I've worked in many companies larger than Doctoralia and never had a similar experience with another manager. It's frankly embarrassing for the company.