Exotec Interview Questions
& Process

The first interview was with HR and it went well, very pleasant exchange. The second interview involved a logic test and was also pleasant with the tester. The third interview, a month later, was onsite with my future manager and colleagues. It felt very uncomfortable because the colleagues were closed off, and I was asked the same questions multiple times by different people. There were also contradictory details about the job between HR and the manager. Part of the interview was unexpectedly in English, and a managerial interview planned only with the manager ended up including colleagues.

First up was a 30-45 minute phone call with an HR person. Then, a video call with an engineer for a 'technical' test. This test didn't really connect to the job I applied for – it was a math problem and an algorithm problem that didn't seem related to Exotec's work in my case. Honestly, the test was kinda fun and not unpleasant. But it would be nice if they explained how candidates are evaluated beforehand. Also, letting the candidate explain their thought process/code their function without interrupting would be appreciated.

First, there was a ~45min phone chat with a Tech Recruiter to discuss your background, English level, and motivations. Then, you had 2 'Exotests' (~1h total) with an Exotec engineer/manager via MS Teams, using Excel & Word. These tests assess your problem-solving approach, not specific job skills, requiring you to ask questions, form hypotheses, strategize, and solve. Finally, an ~2h on-site interview with your future manager, including a facility tour (~30 mins) to see products and chat about the role, a logic test (~15 mins) similar to Exotests, and a ~1h15 discussion about your experience, skills, and achievements, diving deep into job-specific topics. They asked about handling tough situations or mistakes, but it was straightforward. The process was clear, and HR communication was fast and accurate. The Exotests and logic test were the main challenge due to their unusual nature.

The process started with a positive first phone call. The second interview went neutral, and I passed the test. The third interview was negative and quite unpleasant, with a condescending tone I didn't appreciate. It really didn't make me want to join the company. While asking questions is obviously part of it, I don't see the point in trying to destabilize a candidate. My advice would be: never forget an interview is a two-way street; it's not just the candidate who has to prove themselves. A candidate, even if not selected, will either be an ambassador or a detractor for your company. On the plus side, I was told why I wasn't selected, and I agree with the reasoning. However, by the end of the interview, I had already decided not to proceed further because the atmosphere was too off-putting.