fabric Interview Questions
& Process

Started with a screening interview, then met with the hiring manager, peers, and other team members. After that, I interviewed with cross-functional partners and more senior team members. This felt like standard procedure. Interestingly, around the middle of the process, I noticed the original job description was updated to reflect a more junior title and role, even though the interviews seemed to be for the original, more senior position. No one mentioned any change in the role or responsibilities. Several interviews later, only after the final round did the recruiter contact me, after a significant delay, to inform me that leadership had decided to downgrade the position. This resulted in a 40% pay cut and a two-level title reduction. I'm puzzled as to why this wasn't communicated earlier, especially since the role had been open for weeks. It felt like a bait-and-switch situation, and it certainly doesn't reflect well on the company's organization or its focus on candidates. In total, I spent about 6 hours on this process. I wouldn't recommend wasting your time.

HR reached out to me for this role and they were super professional in scheduling interviews, which I really liked. There were 4 rounds in total. The first round had some JavaScript questions, including 4 problem-solving ones. The second round featured some front-end design questions along with another problem-solving question. In the third round, we talked about design systems and they asked some backend questions. The final round was with the Engineering Lead and included both backend and frontend questions, but no problem-solving this time. The whole thing took about two weeks, and I was pleased with how it went. Everyone from HR to the Engineering Lead was professional, friendly, and made me feel comfortable, so there wasn't any pressure.

The HR rep was great, always in touch, explaining the company vision and process, and giving feedback after each round. I was pretty confident after the first technical round, which I surprisingly passed, thanks to the HR rep's feedback that helped me prep for the second. The second round went really well; I felt the interviewer and I were on the same page. He asked a coding problem I solved using JS with recursion and some variations. He also asked about past challenges and basic behavioral questions, which I handled well. I felt good about it based on the interviewer's body language. But then, the feedback was that I'm good at leadership and communication, but couldn't solve the coding problem. This is confusing because I did solve it, and the interviewer didn't say it was wrong or not optimized. Interview discussions should be two-way, not one-way. If the code works as intended, the technical solution shouldn't be wrong, maybe just not the most efficient, but that should've been discussed. It felt like a one-way communication. I'm not satisfied with the outcome, especially given the HR rep's efforts. Fabric should really look into their technical interview process. The interviewer needs to justify rejections, not just say the problem wasn't solved. Rejecting someone based on a one-line feedback is bad culture. Interviewers should be accountable for detailed feedback, just like candidates are. Otherwise, the company will lose good talent. Plus, for a Principal Engineer role, I expected design questions, not just coding. They didn't ask any technical design questions.

I applied to fabric and then about a week later, a recruiter reached out to schedule an interview. The scheduling link only had very early morning slots available, which made me think they were in a different time zone. It seemed odd they'd outsource recruiting with so many available recruiters. When I scheduled, it was supposed to be a phone call. In the middle of the night, they sent an updated invite changing it to a video interview just hours before. Luckily, I saw it and managed to get ready quickly. But when the call started, they didn't turn their video on, said they had connection issues, and asked me to turn off my camera. Despite my annoyance with the changes and poor communication, the call went fine. Next, I had an interview with a senior marketing person. It seemed to go well until the end when their sign-off suddenly felt like they weren't impressed. They went from engaged to giving off a strong 'thanks, but not a fit' vibe. I then saw that fabric had reposted the job I applied for just before my meeting with the executive. This didn't seem like a good sign of confidence in applicants, nor did it show respect for my time. After the meeting, I emailed the recruiter for the executive's contact info to send a thank you note and was ignored. It's been a week with no word on next steps, so I think I've been ghosted. This company doesn't seem to respect candidates' time, from early morning calls to reposting jobs and then ghosting afterwards. Candidate treatment speaks volumes about a company, more than past company names on a resume.