Evernote Product Manager Interview Questions
& Process

Applied to the company and got a reply back. They asked one question and then passed on me. It was as simple as that. The recruiter was nice, but I found the whole experience to be cold.

The process started with a 20-minute call with Source, followed by a 45-minute session with the Hiring Manager (CPO). Then, there was a 4-hour onsite interview with 5 sessions, which led to an offer. The whole thing was very professional and moved fast. The people there seemed really into the company's mission and the current "turnaround" effort. The offer was good, but I decided not to leave my job for personal reasons and timing. I'd still recommend this opportunity to others who are a good fit. They didn't give out any prep materials or info on what each interviewer would focus on, but the questions were pretty standard.

The interview process involved an initial phone call with the hiring manager, followed by a 3-hour onsite interview. After that, there was a take-home exercise with some instructions. Then, another 5-hour onsite interview took place, which included a presentation to the team. The overall experience with the people was good, and I liked the office and the company's product. I took two days off work for interviews and spent a lot of time studying the product and preparing my presentation, including working on it at nights and on weekends. The interviews were cut short during the last onsite, about an hour after my presentation. I was asked to leave and received some feedback, even though I had a few more 1-on-1s scheduled. This happened three weeks into the process, and I had to take another day off to travel to Redwood City. The feedback provided was mostly fair, though I disagreed with a few minor points. I understood why I wasn't considered the perfect fit, especially since it didn't seem like a role with significant learning or growth opportunities for a PM. While the ending was disappointing, it's not a huge issue. I prefer roles that challenge me and offer learning opportunities, rather than just cruising in a comfort zone. My advice to the team would be to ask more effective questions in the initial phone call to better identify candidate weaknesses, especially if they are unsure about what they are looking for. Be prepared for the process to end unexpectedly just before the finish line, and try to enjoy interacting with the team.