Good Eggs Interview Questions
& Process

I had a screening interview first, and then a Coding Interview. The coding part was pretty tough for me, but I guess it's not too hard overall. They really value industry and technical knowledge there. It seemed like a great place, but I didn't get the job.

First, an HR Generalist screened me. Then, I had an interview with the HR leader. After that, it was the Hiring Manager interview. Next, a Peer Panel Interview where I discussed a test I took, which involved solving a business problem they issued. Following that, an interview with a Direct Report (someone who would be reporting to me). Finally, an interview with the Hiring Manager's Manager.

I spoke with a recruiter first, which was nice. Then I had a phone screen with the hiring manager, which I liked too. After that, we did a pair coding session, which is a solid way to see someone's coding skills in a realistic setup. It was fun. Other interviewees mentioned the problems they were given; they gave me 'user stories' to tackle, and we went through them one by one. That wasn't too tough for me. Then, I met with some engineers who asked really open-ended architecture questions. I could answer them, but I guess I didn't have the deep technical knowledge they needed for this particular job. That was a good experience too. They actually gave me feedback on why they decided not to move forward, which was great. A lot of places avoid this because they're worried about legal issues. I really appreciated the honesty and trust. I'd definitely recommend interviewing with GoodEggs.

The interview process started with a recruiter call, then a hiring manager interview, and then a technical interview. I didn't get past the hiring manager interview. The HR told me the salary range was $175-180K, but after talking to the HM, they changed the title and salary and rejected me for being overqualified with high salary expectations that the recruiter set. The company needs to be clear about salary ranges and communicate truthfully. If they don't know the range, they should say so instead of giving a false range and then rejecting the candidate later, reducing the title and salary by 28%. It's a waste of the candidate's time. The HM also needs to understand that if a candidate has more skills than required, they should be respected, not given unwanted suggestions. The HM should do their homework before suggesting things and understand why a candidate has multiple skills. They should be truthful about the salary range instead of just interviewing candidates to fill a database. Respect the candidate's time. It's rude to interrupt a candidate, especially when they are talking about achievements. Learn basic communication ethics. Communicate with HRBP about visa status, salary expectations, and roles/responsibilities. I was upfront about my expectations. If HRBP had notes, they should have reviewed them. If not, they should get back to the candidate. To make an impact, get your basics right. Don't lure candidates with a high salary range; be genuine.