GWI Interview Questions
& Process

The interview process was multi-staged, covering both technical skills and leadership abilities. It started with a basic HR screening. Then, I had an in-depth talk with the CTO about how we handle delivery, work together across teams, and our general ways of working. Following that, I met with senior engineering managers and the CPO to discuss strategy, metrics, and how to scale delivery in a complex setting, addressing a specific set of questions. The last step was an interview with current employees to see if I'd fit into the company culture. The interviews felt structured but relaxed and conversational, not like an interrogation. They were looking at my actual experience, my ability to collaborate between engineering and product, and how I'd approach making things flow better, more predictable, and making teams work more effectively. HR was really good at communicating clearly and on time, and they made sure I knew what to expect at every step.

I was interviewing for a Senior Product Designer role and was pretty jazzed about it — the role seemed really well-thought-out and matched my background. However, the interview process didn't feel as thoughtful. They said I didn't need to prep for it, that it would just be a chill chat. But then, during the call, they asked me to share my screen and show my work on the spot, totally out of the blue. They didn't make the expectations clear beforehand, which made it tough to feel ready or respected. After radio silence for days, they set up another call, just to tell me I wasn't cutting it — which they could have just emailed. It felt like a waste of time and left me feeling pretty bummed, especially waiting around for so long. The people were nice, but the whole thing lacked openness and understanding.

I applied for a role at GWI two times in a short period, and honestly, both experiences were pretty bad. The first time, they sent me an email asking about my availability for an initial call. After I replied, I heard nothing back. I followed up, got ignored again, and much later, I got a standard rejection email without ever having the call. A few months later, I tried again for a similar job. This time I did have the first call, but in the next step, I met with managers who seemed bored and uninterested. It was immediately obvious that the profile they really wanted was completely different from what was stated in the job posting. I suggest: the company should make sure their job descriptions match the actual job needs and have a more respectful and responsive hiring process. Better communication and professionalism really help, especially when candidates put in time and effort.

The first part was a chat with the recruiter about my background and why I wanted this job. They told me about the company, team, pay, and how working arrangements would be. Then, I got invited to an interview and was sent a pack with info about what to expect and about the company culture. The next interview was on video with the hiring manager and another person from the team. They asked about my experience, gave me more info about the role and team, and asked skill-based questions. After that, there was a take-home task that I had to present in the final interview to about five team members, including hiring managers, via video call. The task was a lot of work but had clear instructions and was directly related to the job. The final interview was split into my presentation and then questions from the team about my experience, skills, and work approach. After the interview, I had a quick follow-up chat with two culture champions to see if I was a good fit and to let me ask them questions. The recruiter called me pretty soon after to let me know the outcome. Everything was clear, and the process moved fast but gave me enough time to prepare. The talent team kept me updated and supported me with calls and emails, giving feedback and info on what was next. They really put effort into their hiring and care about the candidates. It was a really good experience overall.