foodpanda Interview Questions
& Process

The HR interview was good. It was structured and asked questions that let me talk about my background and how it fits the role. Then I had an interview with the Head of Account Management. It was supposed to be 30 minutes but ended really fast, after only a few minutes. We mostly talked about general background stuff, and there was only one question about the role itself, and they didn't ask anything else to dig deeper. It felt short and rushed. It would be better if it was more structured and had more questions about the role so candidates could show they're a good fit.

This internship was a really good and useful experience. I got to use what I learned in school in a real job. I learned a lot of practical tech skills, got better at solving problems, and figured out how to work with others. I saw how things are done in the industry, how to talk to people professionally, and what's expected at work. My supervisors and coworkers were super helpful and encouraging. It made me feel more confident, more responsible, and helped me figure out what I want to do in the future. Basically, this internship got me ready for jobs and challenges later on.

I had a technical interview that lasted about an hour and I also did a live coding task. The interviewer gave me great feedback, but then I got a rejection email saying my technical skills might not be good enough, which felt like a generic rejection. The program said no experience was needed, but I was rejected for not having technical knowledge. It seems like they might be misusing funds to hire experienced people instead of giving opportunities to newcomers. Perhaps they have KPIs to reject as many people as possible to get more headcount for foreign workers.

So I went through a 4-round interview process with Foodpanda and they gave me a verbal offer. But then there were some delays because of restructuring. The company put the offer on hold for weeks, and then they told me they were interviewing other people and that I was like a backup. It was really frustrating because they weren't upfront about it. They should really sort out the job description before starting interviews, it just creates uncertainty and looks bad on them. I get that companies change and restructure, but it's important to treat candidates with respect. We spend time and effort on these interviews, and when a company doesn't communicate clearly or follow through, it makes them look unprepared. I thought pretty highly of the company at first, but this experience has really changed my mind. They should prioritize respecting candidates because it says a lot about their professionalism and values.