ecoATM | Gazelle Interview Questions
& Process

Standard interview questions with HR, Hiring manager. Situational questions regarding role and current state of business. Long breaks with no communication between rounds and ghosted by HR despite multiple emails to HR for status. Don't post a position if you don't have an intention to hire and communicate

The first call with the recruiter was helpful and gave me a good understanding of the company and its operations. I felt I understood the role well and was overqualified. It was a good conversation, and I was told I'd hear back about the next steps soon. I followed up a week later for an update and got a vague response. Weeks went by, and I never even got a simple, standard rejection. Honestly, very unprofessional.

The process started with a typical, non-technical phone call from a recruiter. Then, I had about an hour-long call with a senior engineer where we reviewed my experience and the technologies I've used. It was technical but high-level, focused on my resume rather than requiring specific studying. The final round was about 4 hours long, with several senior engineers and a product person, all in individual 1-on-1 sessions. This part went deeper into my experience, asking about design patterns I've used and my thoughts on certain technologies. They weren't trying to trick me; the whole process felt fair and was designed to assess my experience with their tech stack, my willingness to learn, and my desire to take on challenges. It felt like a good way to assess software engineers at this level, and a refreshing change from typical processes. Everyone was friendly and not confrontational.

The initial HR screening was pretty standard, involving a review of my resume and discussing my interest in the company. Things seemed to be going well until about 10 minutes in when the HR rep asked for my salary expectations. I mentioned that I couldn't provide a figure yet due to not having a clear understanding of the job scope, responsibilities, or team size. She then insisted on knowing my current salary. I declined, citing my employment agreement and the irrelevance of the figure without a clear job scope. I reiterated my interest in assessing team fit and suitability for the role, confident that compensation could be discussed later. The HR rep then stated that without a figure, she wouldn't continue the discussion. I acknowledged this, expressing disappointment but maintaining my stance on not disclosing the information. She then ended the call. It was a surprising and negative experience, making me feel like a mere commodity rather than a potential team member. The focus seemed to be solely on compensation, which isn't my priority over understanding the bigger picture and team dynamics.