Forsta Interview Questions
& Process

The initial HR screen was followed by a 30-minute video call with the SVP of Product, Strategy, and Partnerships, which seemed to go well. The next interview was postponed twice. The eventual interview was a 30-minute call with the Chief Product Officer. The CPO joined the call late and ended it early. He had a strange, almost confrontational tone. I didn't feel it went well. I followed up but was ghosted. After the runaround and disrespectful approach by the CPO, and then being ghosted, I wouldn't apply here again unless there was a CPO change.

I had an interview with the tech team in February and really enjoyed speaking with them, though I didn't end up getting an offer. The interview had two parts: one on Python and one on React. The entire principal team, about six or seven people, watched me solve coding problems. For Python, I had to fix a bug in a Flask project using Replit, explaining my process as I went. The React part was similar, with a new project that had three bugs I needed to fix. After the coding, we had plenty of time for behavioral questions and discussions on various topics. They were friendly, cracked jokes, and I felt a good connection. I really wanted to work there. They said I did well but wanted to interview more people and kept me in consideration. They kept me waiting for almost two months, which was disappointing, before they finally chose someone else. I get they need to find the right cultural fit and someone to help achieve company goals, but the long wait before the rejection was tough.

Had an initial 30-minute chat on Teams/Google Meet to get acquainted. Then, an on-site interview that lasted a couple of hours with the team lead, VP, and HR manager. The HR part was mostly towards the end. The main challenge was a personality test handled by an external company. The person administering it was difficult to communicate with and came across as rude and possibly biased against certain ethnicities, based on my experience. A word of caution: be careful about providing references to this person. In my case, it negatively impacted the hiring decision, as I learned in a feedback session with the VP, who questioned my career growth based on my resume. One of the interviewers didn't even show up, and the VP kept their camera off, while the team lead was polite. The VP's comment about my resume and current tasks not showing growth made me wonder if they had even reviewed it properly before this final stage. It felt like more than just a standard reference check.

It was a super smooth and professional interview process, one of the best I've had with a software company. First, there was a recruiter screener, which was quick since I already knew the recruiter. Then, a manager interview where they really got to know me as a person before diving into my experience; it felt really casual. After that, a second manager interview, which was a more in-depth look at my past work and successes, lasting about two hours, though they mentioned it can sometimes be split. Next up was a role-play exercise with three parts: a voicemail, an email, and a discovery call. The key was to use industry best practices and research the company and its use cases. Finally, I had a face-to-face interview with the Country Manager. They put a lot of emphasis on career growth, so I was prepped to talk about my plans for advancement. The whole thing, from start to offer, took under two weeks. They were also open to negotiation and gave me an offer I was happy with, and were understanding while I considered other options.