Form Energy Interview Questions
& Process

Applied online and the process kicked off with a recruiter screen. Then there was a 45-minute technical deep dive with the Hiring Manager. The final round was a virtual 'on-site' that included a 30-minute technical presentation about my past projects. This was followed by 4-5 one-on-one sessions focusing on technical skills and behavioral fit. The very last step was a leadership interview with a Director. Overall it was a great experience, everyone was respectful and pleasant. The culture is very mission-driven and the peers are technically brilliant. The panel was transparent and the recruiter communicated clearly throughout.

So first there was a phone screen, which was pretty chill, just chatting about my background. Then a manager interview where they did a bit of technical screening. The main event was a virtual panel presentation where I presented to 5 people, followed by 4 separate 1-on-1s with more technical questions. The recruiter let me know the decision via email but also offered to chat more about the specifics and explore if other roles might be a better fit. Overall, it was a really good experience!

The interview process was really well put together and moved faster than other places I was looking at. It felt like a good mix of not being overly tough, but still technical enough to show they could figure out if you could problem-solve and were smart. They seemed to look for core skills but valued eagerness to learn more than having the perfect background already. It started with a technical recruiter chat, then a chat with the hiring manager, followed by a five-person panel interview. The panel was preceded by a 15-minute presentation about a technical project I'd done. They also asked for references before extending any offers.

The whole process was surprisingly fast. First, I had the typical recruiter call, which went well. Then, there was an initial screen with the hiring manager over the phone. That call was good; he seemed understanding and empathetic because this was more of a lateral move. However, things changed drastically for the actual Google Meet interview with webcams. I find it interesting that their top corporate value is "Humanity," yet they appear selective about practicing "Diversity, inclusion, empathy...". The questions were legal, but the tone was unsettling, even accusatory. I was questioned about an unusual test method from a previous employer. It wasn't unsafe or illegal, just not standard. I thought, "Great, valid, but discuss it with the manager, not the employee who followed instructions." Interviews should be a two-way street where the candidate also interviews the team. But it felt like they were scrutinizing my background more than considering me. I only got 5 minutes to ask the panel questions. The hiring manager even commented, "I feel like I'm the one being interviewed." Well, yes, that's how interviews are supposed to work now. They have a 4/5 rating on Glassdoor, with 15 people identifying as white, and the interview panel reflected that. Where's the diversity and inclusion? It's refreshing to see a modern take on the "good 'ol boy network."